Personnel Review

Article	Citations
Linking leader-member exchange ambivalence and presenteeism: the roles of organization-based self-esteem and supervisor’s organizational embodiment	75
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts	71
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction	66
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge	65
Facilitating working mothers’ transition back to work: a training approach to enhancing psychological resources	65
What do we know and what should we research about employer brand? A bibliometric analysis	52
Reconceptualizing HR change agency: introducing a framework and propositions for future research	51
The role of human resource management in alternative work arrangements: review and way forward	48
Mentoring global talent: an integrative review	43
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis	40
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model	39
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs	38
Why do universities use voluntary redundancy schemes? Human resource management in marketised higher education institutions	37
Decent work among rural-urban migrant workers in China: evidence and challenges	36
A social control perspective on authoritarian leadership and voice: power-related contingencies and the status mechanism	36
Themed editorial: Job crafting – relevance to human resource management	35
Unpleasant experiences about idiosyncratic deals: exploring the effects of i-deal hassles on employee performance	34
The role of employee personality in employee satisfaction and turnover: insights from online employee reviews	32
Physician heal thyself: physician bullying, work outcomes and the role of psychological safety	31
Unravelling the knowledge matrix: exploring knowledge-sharing behaviours on market-based platforms using regression tree analysis	31
Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work	30
Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition	30
Phenomenon-driven contextual research and context-driven phenomenon research: advancing impactful HRM scholarship	28
Exploring the nexus of high-performance work systems and ethical leadership on employee attitudes and behaviours: case study evidence from healthcare	28
Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics	27

Role of crafting behaviors in work-life balance: development of a theoretical framework in the context of working from home	27
The bright side of supervisors’ strengths use: dynamic relations with work-related flow, team trust and performance	26
A challenge to the contemporary notion of high-performance work systems? The case of Sri Lankan tea plantations	26
Contextual challenges in HR analytics adoption: an open systems perspective from HR managers in a developing country	25
Technology-driven interventions in personnel selection: a case study on building effective research-practice bridges	25
Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training	25
Work from home and shifting perceptions of career prospects among employees with children: the role of work- and family-related contexts	25
Algorithmic management and gig worker well-being: unpacking the roles of job autonomy, precarity and union instrumentality	25
Employability as a compass for career success: a time-lagged study on the mediating role of job performance	25
Employee idiosyncratic deals (i-deals) and organizational justice: the role of individual job performance and coworkers’ i-deals	24
From passion to exhaustion: why engaged employees need autonomy to survive emotional labor	23
Serving for thriving: a moderated mediation analysis of the relationship between servant leadership and thriving at work	23
Combining work and vacation: workation as an attractive work arrangement	23
Who said there is no place like home? Extending the link between quantitative job demands and life satisfaction: a moderated mediation model	23
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations	22
Organizational learning amidst a crisis: lessons from the biopharmaceutical sector during COVID-19	22
How does job crafting enhance newcomer organizational socialization? The effects of coworker exchange and prosocial motivation	22
Remote working and heavy work investment across employee fulfillment-crafting profiles	21
Shaping subordinate's adaptive performance-impact of supervisor's empowering leadership: a moderated mediation effect	21
The quality of working life from a person-centred perspective: linking job crafting, work environment types and work engagement	20
The role of technology, calculative and collaborative HRM and social trust in driving human resource analytics in European firms	20
An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach	19
Workplace violence in extreme settings: the case of aged care workers and the role of anti-violence HRM and trust of managers on intention to leave	19
Are wrongdoers with high hierarchy more likely to be subjected to negative gossip? An attributional perspective	19
Human resource management practices in corporate restructuring: a review and agenda for future research	19
More than a tool: how generative artificial intelligence shapes employees' work goal progress through resource gains and losses	19
Developing future competencies of people employed in non-standard forms of employment: employers’ and employees’ perspective	19
Health services in Australia and the impact of antiquated rostering practices on medical scientists: a case for HR analytics and evidenced-based human resource management	18
Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance	18
Developing human resource analytics capability architecture in organizations	18
Who is worthy of my commitment now? The dynamic nature of interns' workplace commitment	18
Exploring the careers of women with disabilities: a systematic review and implications for human resource management	18
Better or worse? A dual-path model linking electronic performance monitoring to leadership effectiveness	18
Boosting or backfiring? Unveiling the benefits and risks of individual pay for performance with interactional justice as the moderator	17
Tit for tat? Linking congruence in receiving and providing coworker feedback to affective trust	17
Impact of Islamic work ethic on employee ethical behavior: the serial mediation of moral identity and felt obligation	17
Fostering public sector employees’ citizen-oriented boundary-spanning behaviors through human resource flexibility and employee perceptions of normative public values	17
The guardians of the ladder: how meritocratic decisions are influenced by human resource and line managers	17
Perceived value of external job mobility: development and validation of job mobility mindset	17
When families overload careers: the critical role of family-interferes-with-work and boundary management	17
Sustainable HRM and class-based inequality	16
Exploring the nexus of leader dominance and prestige, trust and employee counterproductive work behaviors	16
Negotiating temporal tensions and power: the time problem in qualified immigrant work integration in Canada	16
Neuroscience tools at work: approaches to use across the employee lifecycle and future research agenda	16
Addressing the gap in information security: an HR-centric and AI-driven framework for mitigating insider threats	16
Measuring learning agility: a review and critique of learning agility measures	15
The nexus between epistemic curiosity and innovative work behavior: role of leader-member exchange and work engagement	15
Employee and customer loyalty: two targets, one endeavor?	15
Limits of ethical leadership and the role of ethics-oriented HRM system in managing Machiavellians	15
The implications of telework for employee obesity	14

“It is all about me” – an investigation of interns’ workplace commitment	14
The role of family support on the effects of paramedic role overload on resilience, intention to leave and promotive voice	14
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use	14
Work from anywhere and employee psychological well-being: moderating role of HR leadership support	14
Home-based telework and job stress: the mediation effect of work extension	13
How do employees interact in routine change? High-involvement work practices at Tencent	13
Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison	13
A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects	13
The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey	13
Human resource management, absorptive capacity and reverse knowledge transfer	12
Labor market institutions and employee self-reported mental health	12
Behind the screen: exploring the job resources and demands of digital content creation	12
Managing team interdependence to address the Great Resignation	12
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics	12
Relational leadership and development opportunities: enhancing nurses’ employability in Dutch elderly care	12
Bespoke benefits: how idiosyncratic deals shape employee engagement and performance	12
How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management	12
Your flexible work arrangements impacts my task performance: an attributional perspective	11
Should I pet or should I work? Human-animal interactions and (tele)work engagement: an exploration of the underlying within-level mechanisms	11
Can we bank on it? Aligning human capital and climate finance within the workplace	11
Filling the void: the underlying processes of CEO post-retirement role identity reformation	11
Decoding job embeddedness: a meta-analysis on consequences and unveiling moderating forces	11
HRM reactions to crisis situations: a latent class analysis approach	11
Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care	11
Mental health and expatriate psychological adjustment post-COVID: towards a new framework	10
Skilled migrant hiring and selection: organisations’ challenges in embracing diversity in recruitment	10
The trickle-down effect of strengths use support: examining the linkage between “support from superiors” and “support for subordinates”	10
How hard can it be? A qualitative study following an HRT implementation in a global industrial corporate group	10
Mutual gains through sustainable employability investments: integrating HRM practices for organisational competitiveness	10
Trust networks, compassionate helping and employee performance	10
More than an intervention: the far-reaching impacts of a participatory work redesign project in aged care	10
Green human resource management and workplace cheating: a counterintuitive study	10
Success factors for effective workplace bullying interventions: a scoping review	10
Does platform leadership foster subordinates’ innovative behavior? A multilevel moderated mediation analysis	10
Inside out and upside down? Perceptions of temporary employment histories in the time of COVID	10
Retraction notice: Linking conservation of resource perspective to personal growth initiative and intention to leave: role of mediating variables	9
Why pushing your employees too hard can be dangerous? Negative implications of performance pressure for workplace safety behaviors	9
The role of deferred action in demystifying the “black box” of human resource management during economic crises	9
Creating resource passageways in cross-cultural virtual work teams: a longitudinal field study	9
Could you give me some advice? How and when leader consultation sparks employee proactivity	9
Free to have imbalance? Freelancers’ work–life balance and the moderating role of three key work facets	9
Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity	8
Working for Whom? Understanding the effect of perceived overqualification on entrepreneurial outcomes	8
Leadership, work-life balance and employee well-being in Dubai's service industries: implications for HRM	8
Seeking fit: employee proactive regulation of task-environment fit under location autonomy	8
Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?	8
Can patient gratitude compensate for depletion from family-to-work conflict in nurses? An experience sampling study	8
Psychological capital and work–home enrichment: job crafting as a mediator	8
Does benevolent leadership always spark creative behavior? The interaction between benevolent leadership and managerial openness	8
Boundary conditions on the dark side of high-performance work systems: leader-member exchange as a job resource	8
Does toxic leadership influence employees’ defensive and aggressive reactions: threat as a mediating mechanism	8
Competitive strategy delivery in the service sector: a study of the behavioural model	8
Quiet quitting: a new wine in an old bottle?	7
Guest editorial: Re-emphasising human resources in management: Where have we come from and where are we going?	7
Have HR strategic partners left the building? The (new) role of HR professionals from a social-symbolic perspective	7
Understanding the role of meaningfulness of work: a moderated-mediation model of bullying during work from home	7
Cyborging HRM theory: from evolution to revolution – the challenges and trajectories of AI for the future role of HRM	7
Impact of internal corporate social responsibility: a parallel mediation analysis	7
Decoding employee experiences during pandemic through online employee reviews: insights to organizations	7
Why do idiosyncratic deals engage employees? Investigating their role in addressing employment concerns	7
Does workplace ostracism negatively affect family life during a pandemic?	7
Experience layoffs, work engagement and the buffering effect of POS: a psychological contract perspective	7
Publisher’s Note	7
Relational digital leadership for creative performance: does remote work intensity matter?	7
The silent shift: exploring the phenomenon of quiet quitting in modern workplaces	6
Is managers' generalized trust decreasing? A generational analysis of managers and non-managers using European Social Survey data, 2002–2022	6
Family-supportive supervisor behaviours and family cohesion: the roles of job crafting and passion for work	6
Helping as an opportunity and risk: an alternative side to gratitude in co-worker dyads	6
How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance	6
Sharing in the gig economy: from equitable work relations to exploitative HRM	6
The art of staying in touch – exploring daily feedback interactions between a leader and a subordinate in remote work	6
How artificial intelligence (AI) usage affects employees' workplace well-being: a job demands-resources perspective	6
Justice at work: the roles of discretionary power and leadership in driving organizational citizenship	6
Retention and turnover of staff undertaking degree studies: insights and evidence from South Africa	6
Defender, Disturber or Driver? The ideal-typical professional identities of HR practitioners	6
How does AI-enabled HR analytics influence employee resilience: job crafting as a mediator and HRM system strength as a moderator	6
High-involvement work practices, employee trust and engagement: the mediating role of perceived organisational politics	6
Age-inclusive HR practices and older workers' voice behavior: the role of job crafting toward strengths and negative age-based metastereotypes	6
Is it time to rethink benefit packages? Perks associated with the intention to leave in different age groups during COVID-19	6
Human resources practices and engagement of disability care front-line support workers	6

The machine/human agentic impact on practices in learning and development: a study across MSME, NGO and MNC organizations	6
Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias	5
Does voluntarism work for the workplace inclusion of individuals with disabilities in a country with limited equality structures?	5
AMO model for neuro-inclusive remote workplace	5
Full of energy – The relationship between supervisor developmental feedback and task performance: a conservation of resources perspective	5
Beyond the office: an examination of remote work, social and job features on individual satisfaction and engagement	5
To be adaptive or not? Investigating when and how illegitimate tasks promote versus inhibit employee adaptive performance	5
A loose hat on the organization’s head: cyberloafing among knowledge workers embedded in non-knowledge-intensive organizations	5
A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy	5
How identity leaders foster team innovation: a multilevel investigation	5
Scan it, buy it, pay it – customers' psychological contracts as partial employees in retail	5
Blind scouting: using artificial intelligence to alleviate bias in selection	5
Ethical and organizational dynamics of non-standard work in public administration: challenges and opportunities in the digital era	5
Mindfulness and psychological capital: examining the role of intention from the person perspective in a multi-week mindfulness training program	5
Psychological capital accumulation and depletion during organisational change: consequences for employee well-being	5
Beyond performance and potential in talent management: exploring the impact of mobility on talent designation	5
Work interrupted at home: examining the influence of supportive teleworking practices on work–family conflict	5
Revisiting workaholism: examining the pathways of psychological meaningfulness and needs satisfaction in yielding adaptive outcomes	5
Impact of workplace safety on well-being: the mediating role of thriving at work	5
All's well that begins just: organizational justice as precursor of trust in AI-enabled HRM	5
Engaging the age-diverse workforce: the interplay between personal and contextual resources	5
The flexibility paradox: co-creating flexible work arrangements amid socio-cultural, structural and equity tensions	5
Addendum: Green human resource management and workplace cheating: a counterintuitive study	4
Intrinsic and extrinsic reward synergies for innovative work behavior among South African knowledge workers	4
Megatrends affecting the world of work: Implications for human resource management	4
Not your average candidate: overqualified job applicants in the eyes of hiring practitioners	4
Listening to internal voices: unveiling healthcare employee satisfaction through big data analysis of online feedback	4
Emotional culture of joy and happiness at work as a facet of wellbeing: a mediation of psychological safety and relational attachment	4
Does motivation matter? How leader behaviors influence employee vigor at work	4
Managerial supplication and counterproductive work behavior: Do sadness, political skill and emotional intelligence matter?	4
Boss, you’re making me lose my way! How and when paradoxical leadership hurts employees’ work goal progress	4
How does employee–AI collaboration influence employee job performance? A multilevel analysis of cognitive flexibility and empowerment climate	4
The relationship between self-leadership and employee engagement in Lebanon and the UAE: the moderating role of perceived organizational support	4
Linking leader-member exchange and work–nonwork balance: the mediating role of thriving at work and the moderating role of gender	4
Guest editorial: Work from anywhere: implications for employees and organizations	4
Catching emotions: the moderating role of emotional contagion between leader-member exchange, psychological capital and employee well-being	4
Does too much or too little task conflict hurt service performance? A multilevel curvilinear model	4
Work autonomy and exit-voice choice: the role of skill utilization, learning from colleagues and future time orientation	4
A systematic mixed studies review of decent work literature: implications for research and policy	4
Positive deviance at work: a systematic review and directions for future research	4
In the eye of the beholder: the role of self-perceived status in the relationship between high-performance work systems and affective commitment	4
Digitisation and automation in training and development: a meta-review of new opportunities and challenges	4
Invisible at work, but visible at home: the indirect effect of ostracism on mental health and the buffering-role of human–animal interactions	4
Creatures of a lesser god! Gender-based differences in HR attributions mediated by person-job fit: a poly-contextual analysis	4
How do work-family practices influence employee work-family conflict? Moderations of commitment-based HRM and human capital	4
Career identity and organizational identification among professionals with on-demand work	4
How are frontline managers supported in the performance management process?	4
Workplace ostracism: a qualitative enquiry	4