OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management is 11. 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 2021-08-01 to 2025-08-01.)

Article	Citations
Retraction statement: Talent management, absorptive capacity, and firm performance: Does it work in China and Russia?	176
Is shooting for fairness always beneficial? The influence of promotion fairness on employees' cognitive and emotional reactions to promotion failure	139
Emphasizing “me” or “we”: Training framing and self‐concept in network‐based leadership development	133
Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum	88
Employer image within and across industries: Moving beyond assessing points‐of‐relevance to identifying points‐of‐difference	80
Recruitment brand equity for unknown employers: Examining the effects of recruitment message claim verifiability and credibility on job pursuit intentions	78
Dynamism and realignment in the HR architecture: Online labor platform ecosystems and the key role of contractors	74
High performance work systems and employee mental health: The roles of psychological empowerment, work role overload, and organizational identification	71
The rise of the human capital industry and its implications for research	54
Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts	51
Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis	50
Sparking creativity using extrinsic rewards: A self‐determination theory perspective	42
Answerable for what? The role of accountability focus in line manager HR implementation	41
The impact of organizational statements of support for the black community in the wake of a racial mega‐threat on organizational attraction and revenue	39
Support for Sustainable Development Goal 5 and Social Performance: The Role of Diversity Targets, Work‐Life Balance Practices, and Female Representation	36
How Do Coworkers Interpret Employee AI Usage: Coworkers' Perceived Morality and Helping as Responses to Employee AI Usage	36
The Diversity Paradox: The Unintended Consequences of Gender Diversity on Gender Pay Equity	34
Saving face: Leveraging artificial intelligence‐based negative feedback to enhance employee job performance	32
A Meta‐Analysis of Employee HR Attributions and Their Relationships With Employee‐Perceived High‐Performance Work Systems and Employee Outcomes	32
Issue Information	30
Work transformation and the HR ecosystem dynamics: A longitudinal case study of HRM disruption in the era of the 4th industrial revolution	28
Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety	28
Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers	27
Team boundary work and team workload demands: Their interactive effect on team vigor and team effectiveness	26
From Strategic HRM to Sustainable HRM? Exploring a Common Good Approach Through a Critical Reflection on Existing Literature	25

Issue Information	24
The SMART model of work design: A higher order structure to help see the wood from the trees	24
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From Workplace‐Based to Work‐Related Violence: Reframing HRM Research and Practice in the Era of Growing Tensions	23
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Representative‐negotiated i‐deals for people with disabilities	22
HPWP Climate, Collective Well‐Being, and Firm Performance in SMEs: An Exchange Perspective	22
You make me anxious! Witnessing safety violations during the daily commute and at work leads to employee work withdrawal	22
Dancing in Tandem: The Role of HR Value Congruence and Line Manager‐HR Manager Collaboration in Effective HR Implementation	21
The road taken and the path forward for HR devolution research: An evolutionary review	21
Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition	20
I'm Not Feeling It: The Role of Affective Diversity in Risk Management and Team Performance	19
Delayed pay and employee turnover: The buffering role of pay‐for‐performance	19
Gender promotion gaps across business units in a multiunit organization: Supply‐ and demand‐side drivers	18
Women's representation in managerial hierarchies: An examination of trickle‐down and pipeline effects	17
Correction to “Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving”	17
Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices	17
Sustainable human resource management practices, employee resilience, and employee outcomes: Toward common good values	17
Setting the Stage: Line Managers' HR Orientation as an Antecedent to Perceived HR Effectiveness	17
Family Demands Diversity, Team Work–Family Conflict, and Team Effort: A Moderated Mediation Model	16
The Consequences of Age Discrimination via Perceived Work Ability: Downstream Effects on Well‐Being, Performance, and Motivation	16
High performance work systems and perceived organizational support: The contribution of human resource department's organizational embodiment	16
Riding the wave to recovery: Relational energy as an HR managerial resource for employees during crisis recovery	16
Corrigendum	16
The moderating role of social capital for late‐career management intervention effects on older employees' work engagement	16
Investigating electronic word‐of‐mouth on social media: An eye‐tracking approach	16
Human resource executives' relative pay and firm performance	15
Building then dismantling relational coordination: Mechanisms that distinguish functional and dysfunctional dynamics between HR practices and relational coordination	15
The multiple roles of network ties in the employee job search process	15
Creation of the algorithmic management questionnaire: A six‐phase scale development process	15
Can Employee‐Friendly Workplace Practices Improve Innovation Productivity? An Organizational Identification Perspective	15
Profiles of diversity and inclusion motivation: Toward an employee‐centered understanding of why employees put effort into inclusion and exclusion	14
Predicting and Explaining Assessment Center Judgments: A Cross‐Validated Behavioral Approach to Performance Judgments in Interpersonal Assessment Center Exercises	14
Leader–Subordinate Human Resource Attribution (Dis)agreement and Its Impact on Employee Well‐Being: A Frame‐of‐Reference Perspective	14
Regulatory focus climate, organizational structure, and employee ambidexterity: An interactive multilevel model	14
When firms adopt sustainable human resource management: A fuzzy‐set analysis	14
Exploring the socio‐political dynamics of front‐line managers’ HR involvement: A qualitative approach	13
Issue Information	13
Issue Information	12
Correction to “Managerial Social Networks and Ambidexterity of SMEs: The Moderating Role of a Proactive Commitment to Innovation”	12
Issue Information	12
Identifying forms of after‐hours information communication technology use and their role in psychological detachment: An episodic approach	12
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Quiet Quitting in Times of Uncertainty: Definition and Relationship With Perceived Control	11
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