OOIR: Observatory of International Research

Papers

(The TQCC of Human Resource Management Review is 27. 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 2021-10-01 to 2025-10-01.)

Article	Citations
Announcement	463
Editorial Board	262
Fear and work performance: A meta-analysis and future research directions	205
Workplace mindfulness: An integrative review of antecedents, mediators, and moderators	180
The roles of the HR function: A systematic review of tensions, continuity and change	160
Sustainable HRM: An extension of the paradox perspective	154
Employee engagement: Do practitioners care what academics have to say – And should they?	153
The role of collaborative human resource management in supporting open innovation: A multi-level model	112
Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management	106
Coping with dirty work: A meta-synthesis from a resource perspective	106
Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers	103
Applicant reactions to social media assessment: A review and conceptual framework	102
Inclusive talent development as a key talent management approach: A systematic literature review	102
HRM in entrepreneurial firms: A systematic review and research agenda	102
Time heals all wounds? HRM and bereavement in the workplace	95
Taking the emergent in team emergent states seriously: A review and preview	91
Employee mobility as a knowledge development strategy	88
Creating accountability through HR analytics – An audit society perspective	87
Bridging the research-practice gap in modern human resource management	82
Expatriates' families: A systematic literature review and research agenda	69
A model of managerial coach learning and development	60
Change management interventions: Taking stock and moving forward	58
AI-augmented HRM: Antecedents, assimilation and multilevel consequences	51
Unpacking the evolving process of pay-for-performance system implementation	51
Time to voice? A review and agenda for longitudinal employee voice research	50

Toward the human – Centered approach. A revised model of individual acceptance of AI	46
Editorial Board	44
Unconscious bias in the HRM literature: Towards a critical-reflexive approach	43
Kick me while I’m down: Modeling employee differences of the impact of workplace incivility on employees' health and wellbeing	41
Citizenship ambivalence: Its nature, causes and consequences	41
Back to basics in human resource theorizing: A call for greater attention to jobs	37
The role of country-level human capital in the high-performance work systems and organizational performance association: A meta-analysis	37
Employee work habits: A definition and process model	36
Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals	36
Mapping bystander intervention to workplace inclusion: A scoping review	35
A contextual framework for understanding impression management	35
Sustainable human resource management and employee performance: A conceptual framework and research agenda	34
Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration	34
Work disengagement: A review of the literature	34
Multi-level considerations in executive organizational transfer	32
The norm of norms in HRM research: A review and suggestions for future studies	32
The delivery of bad news: An integrative review and path forward	31
Paternity leave: A systematic review and directions for research	30
A systematic review of experimental evidence on interventions against bias and discrimination in organizations	29
Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda	27
A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design	27
Why academics attend conferences? An extended career self-management framework	27