OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management Review is 24. 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 2020-05-01 to 2024-05-01.)

Article	Citations
Common Good HRM: A paradigm shift in Sustainable HRM?	169
Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM	163
An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model	162
Unlocking the value of artificial intelligence in human resource management through AI capability framework	116
Making sense of different perspectives on career transitions: A review and agenda for future research	84
Sustainable HRM strategies and employment relationships as drivers of the triple bottom line	71
Human resources analytics: A systematization of research topics and directions for future research	70
A critical review of algorithms in HRM: Definition, theory, and practice	68
Human resource management research and practice in Asia: Past, present and future	66
A systematic literature review on the impact of artificial intelligence on workplace outcomes: A multi-process perspective	66
HRM institutional entrepreneurship for sustainable business organizations	63
Caring human resources management and employee engagement	62
Navigating the shifting landscapes of HRM	58
The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions	58
An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda	57
Disrupted HR?	54
Do high performance work systems generate negative effects? How and when?	54
Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews	52
About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research	51
Work–life balance in Asia: A systematic review	49
Algorithms as work designers: How algorithmic management influences the design of jobs	49
Working in the digitized economy: HRM theory & practice	42
Organisational learning, learning organisation, and learning orientation: An integrative review and framework	42
An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes	42
Sustainable human resource management and the triple bottom line: Multi-stakeholder strategies, concepts, and engagement	41

Structuring for innovative responses to human resource challenges: A skunk works approach	40
The future of employee development	39
Win-Win-Lose? Sustainable HRM and the promotion of unsustainable employee outcomes	37
Gamifying employer branding: An integrating framework and research propositions for a new HRM approach in the digitized economy	36
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	34
To what extent is corporate social responsibility part of human resource management in the Chinese context? A review of literature and future research directions	34
Gender and leadership: A criterion-focused review and research agenda	33
Time is of the essence: Improving the conceptualization and measurement of time	31
Welcome to the bright side: Why, how, and when overqualification enhances performance	31
Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals	31
The duality of algorithmic management: Toward a research agenda on HRM algorithms, autonomy and value creation	31
Supervisor-subordinate guanxi: A meta-analytic review and future research agenda	30
The neglected role of talent proactivity: Integrating proactive behavior into talent-management theorizing	30
Underlining micro socio-psychological mechanisms of buyer-supplier relationships: Implications for inter-organizational learning agility	29
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	29
Toward the human – Centered approach. A revised model of individual acceptance of AI	29
Flexible global working arrangements: An integrative review and future research agenda	27
Rediscovering the “Human” in strategic human capital	26
The impact of psychological ownership on employee retention in mergers and acquisitions	25
From curse to cure of workplace ostracism: A systematic review and future research agenda	25
“Your health and safety is of utmost importance to us”: A review of research on the occupational health and safety of international employees	25
Sustainability and ideology-infused psychological contracts: An organizational- and employee-level perspective	25
Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation	24
A framework for understanding the role of unlearning in onboarding	24