Human Resource Management Review

Papers
(The median citation count of Human Resource Management Review is 14. 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 2022-08-01 to 2026-08-01.)
ArticleCitations
Editorial Board693
The antecedents, outcomes, and moderators of diversity climate in the workplace: A meta-analytic review393
Announcement324
Fear and work performance: A meta-analysis and future research directions322
The roles of the HR function: A systematic review of tensions, continuity and change236
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators233
Team communication actions: Beyond the dichotomy of face-to-face versus virtual interactions in teams213
Coping with dirty work: A meta-synthesis from a resource perspective180
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management166
Inclusive talent development as a key talent management approach: A systematic literature review147
The role of collaborative human resource management in supporting open innovation: A multi-level model147
Time heals all wounds? HRM and bereavement in the workplace143
HRM in entrepreneurial firms: A systematic review and research agenda140
Taking the emergent in team emergent states seriously: A review and preview117
Applicant reactions to social media assessment: A review and conceptual framework114
Employee mobility as a knowledge development strategy107
Expatriates' families: A systematic literature review and research agenda87
Creating accountability through HR analytics – An audit society perspective85
Bridging the research-practice gap in modern human resource management81
A model of managerial coach learning and development76
Change management interventions: Taking stock and moving forward76
AI-augmented HRM: Antecedents, assimilation and multilevel consequences72
Time to voice? A review and agenda for longitudinal employee voice research65
Toward the human – Centered approach. A revised model of individual acceptance of AI62
Editorial Board61
Unconscious bias in the HRM literature: Towards a critical-reflexive approach56
Antecedents of newcomer proactive socialization behavior: A systematic literature review56
Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing50
Citizenship ambivalence: Its nature, causes and consequences49
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals48
Back to basics in human resource theorizing: A call for greater attention to jobs44
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis43
Mapping bystander intervention to workplace inclusion: A scoping review43
Employee work habits: A definition and process model43
A contextual framework for understanding impression management41
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration40
The norm of norms in HRM research: A review and suggestions for future studies38
Sustainable human resource management and employee performance: A conceptual framework and research agenda38
A systematic review of experimental evidence on interventions against bias and discrimination in organizations37
The delivery of bad news: An integrative review and path forward37
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design36
How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom33
Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda33
Paternity leave: A systematic review and directions for research33
Neglected under the law: A typology of stigmatization and effective employment protections32
Algorithm-Based Pay-for-Performance (APFP) systems: Paradoxes in artificial intelligence's influence on pay-for-performance theories31
Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework31
Editorial Board31
Taking stock of expatriates’ career success after international assignments: A review and future research agenda30
Positive psychology and human resource management: Building an HR architecture to support human flourishing30
Predicting wage theft in organizations30
Women's authorship in international human resource management research: Implications for responsible management education and emerging scholars29
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation26
A network approach to work-family conflict26
Gaining feedback acceptance: Leader-member attachment style and psychological safety25
Impact-driven scholar, reflective practitioner, or pracademic? Conceptualizing hybrid roles to bridge the research-practice gap in HRM25
Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding24
Organisational learning, learning organisation, and learning orientation: An integrative review and framework24
Gravity's pull: The identity-related motives and outcomes of hiring stars24
A process model of volunteer motivation24
HRM systems and knowledge transfer in alliance projects: Exploring social identity dynamics23
Redefining concepts to build theory: A repertoire for conceptual innovation22
Toward an overarching multi-level conceptualization of emergent leadership: Perspectives from social identity, and implicit leadership theories21
Team familiarity—Boon for routines, bane for innovation? A review and future research agenda20
An interdisciplinary review of AI and HRM: Challenges and future directions19
A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective19
Pink slips and possibilities: Toward a recognition-primed decision model of involuntary turnover19
Mental health and well-being at work: A systematic review of literature and directions for future research18
Understanding the positive and negative effects of team virtuality: A theoretical review and research agenda18
Putting role resources to work: The cross-domain thriving model18
Delivering high-quality feedback is a choice: A self-regulatory framework for understanding feedback provision in organizations18
Increasing perceived work meaningfulness by implementing psychological need-satisfying performance management practices17
Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy17
Dynamizing human resources: An integrative review of SHRM and dynamic capabilities research17
What sparks team learning? Refining the conceptual understanding of team learning and learning triggers16
To the victor belong the spoils? A theoretical investigation of star employee hierarchies16
Trust repair in politically polarized workplaces16
Work is changing: Implications for an aging, age-diverse workforce15
Advancing the field of employee assistance programs research and practice: A systematic review of quantitative studies and future research agenda15
A conservation of resources approach to inter-role career transitions15
An HRM perspective on workplace commitment: Reconnecting in concept, measurement and methodology15
Editorial Board15
The half-life of knowledge and strategic human capital15
Stuttering: Stigma and perspectives of (dis)ability in organizational communication15
A systematic review of negative reactions to corporate social responsibility15
Editorial Board15
Workplace objectification: A review, synthesis, and research agenda15
e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators14
How gender matters: A conceptual and process model for family-supportive supervisor behaviors14
Addressing social-business tensions in hybridized nonprofit organizations: The contribution of strategic human resource management14
A meta-analysis of team reflexivity: Antecedents, outcomes, and boundary conditions14
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