OOIR: Observatory of International Research

Papers

(The H4-Index of Human Resource Management is 26. 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 2021-09-01 to 2025-09-01.)

Article	Citations
Retraction statement: Talent management, absorptive capacity, and firm performance: Does it work in China and Russia?	193
Is shooting for fairness always beneficial? The influence of promotion fairness on employees' cognitive and emotional reactions to promotion failure	146
Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum	136
Employer image within and across industries: Moving beyond assessing points‐of‐relevance to identifying points‐of‐difference	94
Recruitment brand equity for unknown employers: Examining the effects of recruitment message claim verifiability and credibility on job pursuit intentions	84
Dynamism and realignment in the HR architecture: Online labor platform ecosystems and the key role of contractors	83
High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification	77
Emphasizing “me” or “we”: Training framing and self‐concept in network‐based leadership development	75
The rise of the human capital industry and its implications for research	56
Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis	55
Sparking creativity using extrinsic rewards: A self‐determination theory perspective	51
Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts	43
Saving face: Leveraging artificial intelligence‐based negative feedback to enhance employee job performance	42
How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI Usage	41
The Diversity Paradox: The Unintended Consequences of Gender Diversity on Gender Pay Equity	36
Support for Sustainable Development Goal 5 and Social Performance: The Role of Diversity Targets, Work‐Life Balance Practices, and Female Representation	36
Answerable for what? The role of accountability focus in line manager HR implementation	36
The impact of organizational statements of support for the black community in the wake of a racial mega‐threat on organizational attraction and revenue	34
A Meta‐Analysis of Employee HR Attributions and Their Relationships With Employee‐Perceived High‐Performance Work Systems and Employee Outcomes	34
Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety	30
Issue Information	30
Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers	29
Work transformation and the HR ecosystem dynamics: A longitudinal case study of HRM disruption in the era of the 4th industrial revolution	28
Team boundary work and team workload demands: Their interactive effect on team vigor and team effectiveness	28
From Strategic HRM to Sustainable HRM? Exploring a Common Good Approach Through a Critical Reflection on Existing Literature	26

Issue Information	26
The SMART model of work design: A higher order structure to help see the wood from the trees	26