OOIR: Observatory of International Research

Papers

(The TQCC of Employee Relations is 7. 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
The multilevel impact of age diversity on group and individual outcomes: role of social integration	70
Diversity and inclusion in employer branding: an explorative analysis of European companies' digital communication	55
Profiling the “big fish in a small pond” and examining which one swims the most happily	53
The role of social partners in facilitating return to work: a comparative analysis for Belgium and Italy	44
How and when high commitment work systems backfire on employee unethical pro-organizational behavior	42
The fabric of employee well-being: a conservation of resources approach to decent work conditions in the Turkish garment industry	40
Getting the measure of remote e-working: a revision and further validation of the E-work life scale	34
Roads to recovery in remote working. Exploration of the perceptions of energy-consuming elements of remote work and self-promoted strategies toward psychological detachment	34
Effects of employer brand on employee retention in small startup high-tech companies: the moderation of agile value	33
Enriching the concept of employer branding: investigating its impact in the service sector	29
Autonomy and new modes of control in digital work contexts – a mixed-methods study of driving professions in food logistics	26
The threshold effect of commitment-oriented HRM practices on employee job performance: the role of employee age	26
Exploring predictors of innovation performance of SMEs: a PLS-SEM approach	25
The perceptions of diversity management and employee performance: UAE perspectives	24
Impact of employee well-being on performance in the context of crisis-induced remote work: role of boundary control and professional isolation	22
Social interactions at work: why interactive work should be an analytical category in its own right	21
Changes in the labour market: the perceptions of Romanian employees regarding the use of telework in the post-pandemic period	20
Legal framework for the protection of foreign employees in China	19
Always good for innovation? Investigating when and why high-performance work systems promote versus inhibit employees’ innovative behavior	19
How resource-based state-owned enterprises manage collective labor relations: a comparative case study in China	18
The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness	17
The dual pressures of youth and expansion: revisiting stage theories of growth in SMEs	16
Engaging with social media in a context of fragmentation and change: Chilean unions' use of the Internet and social media	16
Leading with understanding: cultivating positive relationships between neurotypical leaders and neurodivergent employees	16
Our relationship is hanging by a thread: the intrinsic demotivation of talents in developing economies and their reluctance to quit	15

Labour policy in the face of the COVID-19 socio-economic crisis in Spain: institutional change and social pacts	15
Pay transparency, job turnover intentions and the mediating role of perceived organizational support and organizational justice	15
Firm performance in the midst of the COVID-19 pandemic: the role of perceived organizational support during change and work engagement	15
Exploring the relationship between generational diversity and knowledge sharing: the moderating role of workplace intergenerational climate, boundary-spanning leadership and respect	14
Spaces of active disengagement across the food retail shop floor	14
Putting a number on it: a latent profile approach to the typology of European Works Councils	14
Taking off the rose-colored glasses: the influence of crises on employee relationship management	14
Work–life balance: Does leadership matter?	13
Exploring Indian working mothers' transition to involuntary telecommuting	13
Communitarian norms and employee performance management in Africa	13
‘Tis the season: enhancing the workplace holiday party	13
Sustainable human resources management in small-medium enterprises in developing countries: a systematic literature review	13
Towards a career perspective on lifelong development: applying a multiple-stakeholder approach to explore the concept	13
When workplace humour turns into conflict: exploring HR practices in the case of conflict management	12
Wages and corporate social responsibility: entrenchment or ethics?	12
Gender, talent management and firm performance: MNCs' female-focused talent management practices in Russia	12
Socio-cultural capital in the Arab workplace: wasta as a moderator of ethical idealism and work engagement	12
Older healthcare workers' satisfaction: managing the interaction of age, job security expectations and autonomy	11
Total expenses for managerial remuneration in foreign manufacturing subsidiaries during the COVID-19 pandemic: a pilot exploration of applied policies	11
The nail in the coffin? Pandemic and social dialogue in Poland	11
Understanding the frames before Fox: the development of unitary and pluralist views on organisations	11
The dark side of high-performance work systems and self-sacrificial leadership: an empirical examination	11
A conditional process model linking high-performance work systems, collective turnover, collectivist culture and organizational performance	11
Are bargaining concessions inevitable in recessions? An empirical investigation into union bargaining priorities and trade-offs of pay rises for job security	11
Integrating green human resource management and circular economy to enhance sustainable performance: an empirical study from the Qatari service sector	10
Resistance exercise: competition, coopetition and collective action among self-employed personal trainers in the UK	10
A digital job application reference: how do social media posts affect the recruitment process?	10
Radical pluralism, high inflation, and trust in historical context: the continued relevance of Fox in understanding UK public sector strikes	10
Can female executives improve employment relations outcomes? Empirical evidence from China with gender implications	10
How workplace fun promotes informal learning among team members: a cross-level study of the relationship between workplace fun, team climate, workplace friendship, and informal learning	9
“It needs to be the right blend”: a qualitative exploration of remote e-workers’ experience and well-being at work	9
Does it pay to be employee-owned? On the performance of knowledge-intensive firms	9
Trade unions and institutional power resources in the United Kingdom	9
Disabled individuals facing and reacting against identity threat during school-to-work transition	9
Exploring secrecy in pay communication: a conceptual matrix	9
Workforce localization, women workers and gendered power relations in Saudi Arabian private sector workplaces	9
Breaking the inequality reproduction circle in the NHS: the importance of senior management team's actions (SMTA)	8
Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries	8
Guest editorial: Reframing Fox: the continued impact of “Beyond Contract” and “Man Mismanagement” 50 years on	8
The impact of technology factors on work engagement, decent work and job satisfaction in the South African public service: a path analysis approach	8
Determinants of job insecurity during COVID-19: quantitative insights from the Romanian labor market	8
Talent management in small and medium-sized enterprises: towards an integrative multilevel approach in the French context	8
Editorial: The role of social dialogue in return to work after chronic conditions	8
Do politically connected, economically powerful firms comply with labor laws in China?	8
Is the future of work hybrid? Examining motivations and expectations related to working from home in knowledge workers' lived experiences	8
E-work self-efficacy and innovative behaviour: a moderated mediation analysis	8
A study of inclusive supervisory behaviors, workplace social inclusion and turnover intention in the context of employee age	8
Employee communication channels and social ties in organisations when teleworking and working on-site: a latent profile analysis	8
Beyond laptops and tables: unveiling Singapore’s success in hybrid work through a two-wave gender multigroup analysis of compassionate leadership	7
What has employee loyalty to do with “love” to clients? Testing approaches to work as mediators	7

Organizational factors determining LGBT disclosure: an analysis of the Brazilian context	7
Online ride-hailing drivers' organising for interest representation in Ghana	7
The employee experience (EMX) framework for well-being: an agenda for the future	7
Workers’ voice from the triangular employment relationship lens: towards a conceptual framework	7
Improving creativity among SME employees: exploring the role of organization-based self-esteem and psychological capital	7
Experiences lived by international nurses concerning professional integration and interpersonal relationships in the workplace: qualitative research	7
Are older applicants less likely to be invited to a job interview? – an experimental study on ageism	7
Ethnic diversity on boards and its interaction with gender diversity: should they have any beneficial effects on HRM?	7
Making the ethical case for effective domestic abuse policy and practice: the role of trade unions	7
Millennials and the gender wage gap: do millennial women face a glass ceiling?	7