| An investigation of authentic leadership’s individual and group influences on follower responses C Gill, A Caza Journal of Management 44 (2), 530-554, 2018 | 203 | 2018 |
| Leading change authentically: How authentic leaders influence follower responses to complex change SB Alavi, C Gill Journal of Leadership & Organizational Studies 24 (2), 157-171, 2017 | 146 | 2017 |
| Using theory on authentic leadership to build a strong human resource management system C Gill, W Gardner, J Claeys, K Vangronsvelt Human Resource Management Review 28 (3), 304-318, 2018 | 122 | 2018 |
| Union impact on the effective adoption of high performance work practices C Gill Human Resource Management Review 19 (1), 39-50, 2009 | 116 | 2009 |
| The role of leadership in successful international mergers and acquisitions: Why Renault‐Nissan succeeded and DaimlerChrysler‐Mitsubishi failed C Gill Human Resource Management 51 (3), 433-456, 2012 | 85 | 2012 |
| Don't know, don't care: An exploration of evidence based knowledge and practice in human resource management C Gill Human resource management Review 28 (2), 103-115, 2018 | 76 | 2018 |
| Union presence, employee relations and high performance work practices C Gill, D Meyer Personnel Review 42 (5), 508-528, 2013 | 58 | 2013 |
| The role and impact of HRM policy C Gill, D Meyer International Journal of Organizational Analysis 19 (1), 5-28, 2011 | 52 | 2011 |
| Trust consensus within culturally diverse teams: A multistudy investigation B De Jong, N Gillespie, I Williamson, C Gill Journal of Management 47 (8), 2135-2168, 2021 | 51 | 2021 |
| Use of hard and soft models of HRM to illustrate the gap between rhetoric and reality in workforce management C Gill RMIT Business, 1999 | 51 | 1999 |
| Leader–follower guanxi: an invisible hand of cronyism in Chinese management J Zhang, C Gill Asia Pacific Journal of Human Resources 57 (3), 322-344, 2019 | 26 | 2019 |
| The combined role of conscientiousness, social networks, and gender diversity in explaining individual performance in self-managed teams C Gill, I Metz, AG Tekleab, IO Williamson Journal of Business Research 106, 250-260, 2020 | 25 | 2020 |
| High and low road approaches to the management of human resources: An examination of the relationship between business strategy, human resource management and high performance … C Gill, D Meyer International Journal of Employment Studies 16 (2), 67-112, 2008 | 25 | 2008 |
| A review of the critical perspective on human resource management C Gill Melbourne Business School, 2007 | 23 | 2007 |
| Two-dimensional HRM: Limitations of the soft and hard dichotomy in explaining the phenomenon of HRM C Gill RMIT working paper, 4, 2002 | 9 | 2002 |
| How unions impact on the state of the psychological contract to facilitate the adoption of new work practices (NWP) C Gill New Zealand Journal of Employment Relations 34 (2), 29-43, 2009 | 6 | 2009 |
| Trust Congruence in Teams: The Influence of Cultural Diversity, Shared Leadership, and Virtual Communication N Gillespie, B De Jong, IO Williamson, C Gill Academy of Management proceedings 2017 (1), 15580, 2017 | 5 | 2017 |
| Defect of heparin binding in plasma and recombinant von Willebrand factor with type 2 von Willebrand disease mutations G Rastegar-Lari, N Ajzenberg, AS Ribba, V Vereycken-Holler, ... Thrombosis and haemostasis 86 (12), 1459-1465, 2001 | 5 | 2001 |
| HRM as Chameleon: is Soft HRM Rhetoric used to Disguise an Increase in Management Control C Gill RMIT Business, 2002 | 3 | 2002 |
| Be yourself or adapt yourself? Authenticity, self-monitoring, behavioural integrity, and trust B Nguyen, H Leroy, C Gill, T Simons Journal of Trust Research 12 (1), 24-42, 2022 | 2 | 2022 |
