Alison L. O’Malley

407 total citations
15 papers, 259 citations indexed

About

Alison L. O’Malley is a scholar working on Social Psychology, Education and Sociology and Political Science. According to data from OpenAlex, Alison L. O’Malley has authored 15 papers receiving a total of 259 indexed citations (citations by other indexed papers that have themselves been cited), including 7 papers in Social Psychology, 7 papers in Education and 4 papers in Sociology and Political Science. Recurrent topics in Alison L. O’Malley's work include Job Satisfaction and Organizational Behavior (4 papers), Communication in Education and Healthcare (3 papers) and Evaluation of Teaching Practices (3 papers). Alison L. O’Malley is often cited by papers focused on Job Satisfaction and Organizational Behavior (4 papers), Communication in Education and Healthcare (3 papers) and Evaluation of Teaching Practices (3 papers). Alison L. O’Malley collaborates with scholars based in United States and United Kingdom. Alison L. O’Malley's co-authors include Jason J. Dahling, Samantha Le Chau, Jane Brodie Gregory, Joelle D. Elicker, Andrea F. Snell, Christine M. Williams, Michelle Singer Foust, Paul E. Levy, Mindi N. Thompson and Ian M. Katz and has published in prestigious journals such as Journal of Management, Learning and Individual Differences and Journal of Managerial Psychology.

In The Last Decade

Alison L. O’Malley

13 papers receiving 211 citations

Peers

Countries citing papers authored by Alison L. O’Malley

Since Specialization

Citations

This map shows the geographic impact of Alison L. O’Malley's research. It shows the number of citations coming from papers published by authors working in each country. You can also color the map by specialization and compare the number of citations received by Alison L. O’Malley with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Alison L. O’Malley more than expected).

Fields of papers citing papers by Alison L. O’Malley

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Alison L. O’Malley. Nodes represent research fields, and links connect fields that are likely to share authors. Colored nodes show fields that tend to cite the papers produced by Alison L. O’Malley. The network helps show where Alison L. O’Malley may publish in the future.

Co-authorship network of co-authors of Alison L. O’Malley

This figure shows the co-authorship network connecting the top 25 collaborators of Alison L. O’Malley. A scholar is included among the top collaborators of Alison L. O’Malley based on the total number of citations received by their joint publications. Widths of edges represent the number of papers authors have co-authored together. Node borders signify the number of papers an author published with Alison L. O’Malley. Alison L. O’Malley is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

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15 of 15 papers shown

#	Work	Indexed citations
1	Implicit Person Theory and Feedback Environment Interact to Shape Undergraduate Research Relationships 2016 ·Psi Chi Journal of Psychological Research ·Ian M. Katz, Alison L. O’Malley	0
2	Implicit Person Theory and Feedback Environment Interact to Shape Undergraduate Research Relationships 2016 ·Psi Chi Journal of Psychological Research ·Ian M. Katz, Alison L. O’Malley	1
3	Effects of feedback motives on inquiry and performance 2015 ·Journal of Managerial Psychology ·Jason J. Dahling, Alison L. O’Malley, Samantha Le Chau	36
4	Feedback to know, to show, or both? A profile approach to the feedback process 2015 ·Learning and Individual Differences ·(unknown), Alison L. O’Malley	14
5	A Good Graduate Industrial–Organizational Education Begins in Undergraduate Classrooms 2014 ·Industrial and Organizational Psychology ·Nicholas P. Salter, Alison L. O’Malley	1
6	Emerging leaders: The roles of flourishing and religiosity in millennials’ leadership development activity 2012 ·Digital Commons @ Butler University (Butler University) ·Alison L. O’Malley, Denise Williams	0
7	Don't be such a downer: Using positive psychology to enhance the value of negative feedback. 2011 ·The Psychologist-Manager Journal ·Alison L. O’Malley, Jane Brodie Gregory	27
8	Supportive Feedback Environments Can Mend Broken Performance Management Systems 2011 ·Industrial and Organizational Psychology ·Jason J. Dahling, Alison L. O’Malley	39
9	Correlates and Consequences of Feedback Orientation in Organizations 2010 ·Journal of Management ·Jason J. Dahling, Samantha Le Chau, Alison L. O’Malley	94
10	Do Student Perceptions of Diversity Emphasis Relate to Perceived Learning of Psychology? 2009 ·Teaching of Psychology ·Joelle D. Elicker, Andrea F. Snell, Alison L. O’Malley	9
11	THE ROLE OF EMOTIONAL LABOR IN PERFORMANCE APPRAISAL: ARE SUPERVISORS GETTING INTO THE ACT? 2009 ·Academy of Management Proceedings ·(unknown), Alison L. O’Malley	2
12	A training framework and follow-up observations for multiculturally inclusive teaching: Is believing that we are emphasizing diversity enough? 2009 ·Journal of Diversity in Higher Education ·Joelle D. Elicker, Mindi N. Thompson, Andrea F. Snell, Alison L. O’Malley	12
13	Does an Interactive WebCT Site Help Students Learn? 2008 ·Teaching of Psychology ·Joelle D. Elicker, Alison L. O’Malley, Christine M. Williams	3
14	Does an Interactive WebCT Site Help Students Learn? 2008 ·Teaching of Psychology ·Joelle D. Elicker, Alison L. O’Malley, Christine M. Williams	9
15	Employee Lateness Behavior: The Role of Lateness Climate and Individual Lateness Attitude 2008 ·Human Performance ·Joelle D. Elicker, Michelle Singer Foust, Alison L. O’Malley, Paul E. Levy	12

Rankless uses publication and citation data sourced from OpenAlex, an open and comprehensive bibliographic database. While OpenAlex provides broad and valuable coverage of the global research landscape, it—like all bibliographic datasets—has inherent limitations. These include incomplete records, variations in author disambiguation, differences in journal indexing, and delays in data updates. As a result, some metrics and network relationships displayed in Rankless may not fully capture the entirety of a scholar's output or impact.

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