Personnel Review

Papers
(The TQCC of Personnel Review is 12. 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 2021-07-01 to 2025-07-01.)
ArticleCitations
Reconceptualizing HR change agency: introducing a framework and propositions for future research79
Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge63
Effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants during the COVID-19 pandemic57
An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs55
Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: a multilevel moderated serial mediation analysis54
The antecedents of career change intention in middle-level managers: the role of job and career satisfaction39
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge38
Advancing a theoretical framework for exploring heuristics and biases within HR decision-making contexts37
Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors37
What do we know and what should we research about employer brand? A bibliometric analysis36
How and when does humble leadership enhance newcomer well-being34
Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics32
Pay-for-performance, procedural justice, OCB and job performance: a sequential mediation model32
Mentoring global talent: an integrative review32
It’s my luck: impostor fears, the context, gender and achievement-related traits31
The role of employee personality in employee satisfaction and turnover: insights from online employee reviews30
Unpleasant experiences about idiosyncratic deals: exploring the effects of i-deal hassles on employee performance30
Themed editorial: Job crafting – relevance to human resource management30
Decent work among rural-urban migrant workers in China: evidence and challenges30
I'm difficult, but not impossible: how millennials view international assignments and the implications for human resource management (HRM)30
Unravelling the knowledge matrix: exploring knowledge-sharing behaviours on market-based platforms using regression tree analysis30
How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety29
Job autonomy and knowledge hiding: the moderating roles of leader reward omission and person–supervisor fit28
Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition27
Why do universities use voluntary redundancy schemes? Human resource management in marketised higher education institutions25
Relative deprivation, perceived status conflict and innovative behavior of outsourced employees: multiple moderating effects of dual organizational support24
Exploring the nexus of high-performance work systems and ethical leadership on employee attitudes and behaviours: case study evidence from healthcare24
Combining work and vacation: workation as an attractive work arrangement23
Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics22
The bright side of supervisors’ strengths use: dynamic relations with work-related flow, team trust and performance22
Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training22
Employee idiosyncratic deals (i-deals) and organizational justice: the role of individual job performance and coworkers’ i-deals22
Serving for thriving: a moderated mediation analysis of the relationship between servant leadership and thriving at work22
Who said there is no place like home? Extending the link between quantitative job demands and life satisfaction: a moderated mediation model21
Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work21
Bots for mental health: the boundaries of human and technology agencies for enabling mental well-being within organizations21
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 leave20
Organizational learning amidst a crisis: lessons from the biopharmaceutical sector during COVID-1920
The quality of working life from a person-centred perspective: linking job crafting, work environment types and work engagement20
Remote working and heavy work investment across employee fulfillment-crafting profiles20
Job crafting, meaningfulness and affective commitment by gig workers towards crowdsourcing platforms19
An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach19
Developing future competencies of people employed in non-standard forms of employment: employers’ and employees’ perspective19
Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance18
Entrepreneurial leadership and team creativity: the roles of team psychological safety and knowledge sharing18
Impact of Islamic work ethic on employee ethical behavior: the serial mediation of moral identity and felt obligation18
Fear after being fired: the moderating role of resilience in lessening the time between employment18
Human resource management practices in corporate restructuring: a review and agenda for future research18
How does the power dynamics in the information technology outsourcing supply chain influence supplier's talent retention: a multiple case study17
Who is worthy of my commitment now? The dynamic nature of interns' workplace commitment17
Fostering public sector employees’ citizen-oriented boundary-spanning behaviors through human resource flexibility and employee perceptions of normative public values17
Are wrongdoers with high hierarchy more likely to be subjected to negative gossip? An attributional perspective17
Why employee engagement matters? Evidences from Delhi Metro Rail Corporation in India17
Exploring the careers of women with disabilities: a systematic review and implications for human resource management16
A multilevel model of abusive supervision climate16
Exploring layers of context-related work-from-home demands during COVID-1916
Limits of ethical leadership and the role of ethics-oriented HRM system in managing Machiavellians16
When families overload careers: the critical role of family-interferes-with-work and boundary management16
Health services in Australia and the impact of antiquated rostering practices on medical scientists: a case for HR analytics and evidenced-based human resource management16
The nexus between epistemic curiosity and innovative work behavior: role of leader-member exchange and work engagement15
Guest editorial15
Employee and customer loyalty: two targets, one endeavor?15
Subtle workplace discrimination inhibiting workers with intellectual disability from thriving at the workplace15
Addressing the gap in information security: an HR-centric and AI-driven framework for mitigating insider threats15
A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects15
The implications of telework for employee obesity15
How do employees interact in routine change? High-involvement work practices at Tencent15
Female workers' career success in the handicraft industry: a study of Uttarakhand, India15
Sustainable HRM and class-based inequality15
Measuring learning agility: a review and critique of learning agility measures15
Home-based telework and job stress: the mediation effect of work extension15
Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison14
Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use14
The role of family support on the effects of paramedic role overload on resilience, intention to leave and promotive voice14
“It is all about me” – an investigation of interns’ workplace commitment14
Understanding flexibility i-deals: integrating performance motivation in the context of Colombia14
The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey14
Work from anywhere and employee psychological well-being: moderating role of HR leadership support13
Human resource management, absorptive capacity and reverse knowledge transfer13
Fighting fear: the buffering of well-being-HRM on the effects of nurses’ fear of COVID-19 on job stress and patient care13
A systematic literature review on artificial intelligence in recruiting and selection: a matter of ethics13
Managing team interdependence to address the Great Resignation13
How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management13
Labor market institutions and employee self-reported mental health13
Neurodiversity and remote work in times of crisis: lessons for HR13
Paternity leave: stepchild of family-friendly policies moderating role of traditional masculinity ideology13
Filling the void: the underlying processes of CEO post-retirement role identity reformation13
How hard can it be? A qualitative study following an HRT implementation in a global industrial corporate group12
Inside out and upside down? Perceptions of temporary employment histories in the time of COVID12
Mutual gains through sustainable employability investments: integrating HRM practices for organisational competitiveness12
Trust networks, compassionate helping and employee performance12
Green human resource management and workplace cheating: a counterintuitive study12
Does platform leadership foster subordinates’ innovative behavior? A multilevel moderated mediation analysis12
Expatriates' dual commitment: a serial multiple mediation model of workplace friendships and adjustment12
Your flexible work arrangements impacts my task performance: an attributional perspective12
How difficulties in upward voice lead to lateral voice: a case study of a Chinese hospital12
Mental health and expatriate psychological adjustment post-COVID: towards a new framework12
Should I pet or should I work? Human-animal interactions and (tele)work engagement: an exploration of the underlying within-level mechanisms12
Does toxic leadership influence employees’ defensive and aggressive reactions: threat as a mediating mechanism12
Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors12
Editorial: The experience of work and experiential workers: mainline and critical perspectives on employee experience12
Who will pay for customers' fault? Workplace cheating behavior, interpersonal conflict and traditionality12
Ingratiating with bosses for favourable performance ratings: a serial mediation mechanism12
The trickle-down effect of strengths use support: examining the linkage between “support from superiors” and “support for subordinates”12
Skilled migrant hiring and selection: organisations’ challenges in embracing diversity in recruitment12
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