Amy E. Randel

6.6k total citations · 3 hit papers
39 papers, 4.3k citations indexed

About

Amy E. Randel is a scholar working on Organizational Behavior and Human Resource Management, Sociology and Political Science and Gender Studies. According to data from OpenAlex, Amy E. Randel has authored 39 papers receiving a total of 4.3k indexed citations (citations by other indexed papers that have themselves been cited), including 24 papers in Organizational Behavior and Human Resource Management, 16 papers in Sociology and Political Science and 16 papers in Gender Studies. Recurrent topics in Amy E. Randel's work include Job Satisfaction and Organizational Behavior (20 papers), Gender Diversity and Inequality (16 papers) and Conflict Management and Negotiation (6 papers). Amy E. Randel is often cited by papers focused on Job Satisfaction and Organizational Behavior (20 papers), Gender Diversity and Inequality (16 papers) and Conflict Management and Negotiation (6 papers). Amy E. Randel collaborates with scholars based in United States, Taiwan and Belgium. Amy E. Randel's co-authors include Karen Holcombe Ehrhart, Lynn M. Shore, Michelle A. Dean, Beth G. Chung, Kimberly S. Jaussi, Gangaram Singh, Julie Holliday Wayne, Benjamin M. Galvin, Uma Kedharnath and Lingyan Hu and has published in prestigious journals such as Academy of Management Journal, Journal of Management and Journal of Organizational Behavior.

In The Last Decade

Amy E. Randel

38 papers receiving 4.0k citations

Hit Papers

align trajectories

What are hit papers?

Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the same subfield and year (this is the minimum needed to enter the top 1%, not the average within it), or reaches the top citation threshold in at least one of its specific research topics.

Inclusion and Diversity in Work Groups: A Review and Model for Future Research

2010 1.1k citations Lynn M. Shore, Amy E. Randel et al. profile →
Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness

2017 494 citations Amy E. Randel, Benjamin M. Galvin et al. Human Resource Management Review profile →
Diversity in organizations: Where are we now and where are we going?

2008 386 citations Lynn M. Shore, Beth G. Chung‐Herrera et al. Human Resource Management Review profile →

Peers — A (Enhanced Table)

Peers by citation overlap · career bar shows stage (early→late) cites · hero ref

Name	h						Papers	Cites
Amy E. Randel United States	21	2.0k	1.5k	1.4k	971	584	39	4.3k
Sherry M. B. Thatcher United States	31	2.0k 1.0×	1.2k 0.8×	1.5k 1.1×	1.2k 1.3×	536 0.9×	84	4.3k
Marloes van Engen Netherlands	26	1.8k 0.9×	2.1k 1.4×	1.2k 0.8×	753 0.8×	403 0.7×	71	4.1k
Derek R. Avery United States	39	2.4k 1.2×	2.2k 1.5×	1.9k 1.3×	805 0.8×	417 0.7×	92	5.2k
Lisa H. Nishii United States	24	3.1k 1.5×	1.5k 1.0×	1.9k 1.4×	1.4k 1.4×	532 0.9×	40	5.6k
Francis J. Flynn United States	35	1.8k 0.9×	739 0.5×	2.1k 1.5×	1.7k 1.7×	419 0.7×	64	4.8k
Carol T. Kulik Australia	44	2.9k 1.4×	2.0k 1.3×	2.2k 1.5×	1.1k 1.2×	404 0.7×	154	6.4k
Karen Holcombe Ehrhart United States	16	1.6k 0.8×	1.2k 0.8×	963 0.7×	551 0.6×	311 0.5×	26	3.2k
Charmine E. J. Härtel Australia	34	2.6k 1.3×	700 0.5×	1.9k 1.3×	2.2k 2.2×	594 1.0×	223	5.3k
Robert D. Bretz United States	25	3.3k 1.6×	1.2k 0.8×	1.3k 0.9×	1.3k 1.3×	296 0.5×	38	5.3k
Dennis K. Mumby United States	27	2.0k 1.0×	800 0.5×	1.7k 1.2×	624 0.6×	598 1.0×	49	4.4k

Countries citing papers authored by Amy E. Randel

Since Specialization

Citations

This map shows the geographic impact of Amy E. Randel'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 Amy E. Randel with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Amy E. Randel more than expected).

Fields of papers citing papers by Amy E. Randel

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Amy E. Randel. 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 Amy E. Randel. The network helps show where Amy E. Randel may publish in the future.

Co-authorship network of co-authors of Amy E. Randel

This figure shows the co-authorship network connecting the top 25 collaborators of Amy E. Randel. A scholar is included among the top collaborators of Amy E. Randel 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 Amy E. Randel. Amy E. Randel is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

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20 of 20 papers shown

Randel, Amy E., et al.. (2023). From cultural intelligence to workgroup inclusion through synchrony preference and perceived workgroup similarity. Journal of World Business. 59(1). 101490–101490. 1 indexed citations

Randel, Amy E., Benjamin M. Galvin, & Thaís da C. L. Alves. (2023). Job crafting to ensure a balance between focus and connection. Applied Psychology. 73(1). 296–322. 5 indexed citations

Randel, Amy E. & Kimberly S. Jaussi. (2019). Giving Rise to Creative Leadership: Contextual Enablers and Redundancies. Group & Organization Management. 44(2). 288–319. 10 indexed citations

Nelson, Mark W., Chad A. Proell, & Amy E. Randel. (2016). Team-Oriented Leadership and Auditors' Willingness to Raise Audit Issues. The Accounting Review. 91(6). 1781–1805. 100 indexed citations

Randel, Amy E., Michelle A. Dean, Karen Holcombe Ehrhart, Beth G. Chung, & Lynn M. Shore. (2016). Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology. 31(1). 216–234. 102 indexed citations

Randel, Amy E., Christopher D. Zatzick, & Jone L. Pearce. (2014). Optimal Distinctiveness Theory and Work Group Identification: The Role of Identity Strength. Academy of Management Proceedings. 2014(1). 12272–12272.

Nelson, Mark W., Chad A. Proell, & Amy E. Randel. (2014). Team-Oriented Leadership, Audit Risk and Auditorss Willingness to Raise Audit Issues. SSRN Electronic Journal. 2 indexed citations

Jaussi, Kimberly S. & Amy E. Randel. (2014). Where to Look? Creative Self-Efficacy, Knowledge Retrieval, and Incremental and Radical Creativity. Creativity Research Journal. 26(4). 400–410. 70 indexed citations

Sundaramurthy, Chamu, Martina Musteen, & Amy E. Randel. (2013). SOCIAL VALUE CREATION: A QUALITATIVE STUDY OF INDIAN SOCIAL ENTREPRENEURS. Journal of Developmental Entrepreneurship. 18(2). 1350011–1350011. 19 indexed citations

10.

Randel, Amy E. & Anne Wu. (2011). Need for Power, Collective Identity, and Political Skill: An Investigation in Taiwan. The Journal of Social Psychology. 151(4). 395–398. 6 indexed citations

11.

Randel, Amy E. & Anne Wu. (2011). Collective and Relational Identities: The Moderating Effects of Number of Coworkers and Power Distance. Identity. 11(3). 247–265. 7 indexed citations

12.

Shore, Lynn M., Beth G. Chung‐Herrera, Michelle A. Dean, et al.. (2008). Diversity in organizations: Where are we now and where are we going?. Human Resource Management Review. 19(2). 117–133. 386 indexed citations breakdown →

13.

Randel, Amy E., Kimberly S. Jaussi, & Stephen S. Standifird. (2008). Organizational Responses to Negative Evaluation by External Stakeholders. Business & Society. 48(4). 438–466. 20 indexed citations

14.

Randel, Amy E. & Kimberly S. Jaussi. (2008). Gender Social and Personal Identity, Sex Dissimilarity, Relationship Conflict, and Asymmetrical Effects. Small Group Research. 39(4). 468–491. 24 indexed citations

15.

Jaussi, Kimberly S., Amy E. Randel, & Shelley D. Dionne. (2007). I Am, I Think I Can, and I Do: The Role of Personal Identity, Self-Efficacy, and Cross-Application of Experiences in Creativity at Work. Creativity Research Journal. 19(2-3). 247–258. 199 indexed citations

16.

Randel, Amy E.. (2003). The Salience of Culture in Multinational Teams and its Relation to Team Citizenship Behavior. International Journal of Cross Cultural Management. 3(1). 27–44. 28 indexed citations

17.

Randel, Amy E.. (2002). Identity salience: a moderator of the relationship between group gender composition and work group conflict. Journal of Organizational Behavior. 23(6). 749–766. 170 indexed citations

18.

Gibson, Cristina B., Amy E. Randel, & P. Christopher Earley. (2000). Understanding Group Efficacy. Group & Organization Management. 25(1). 67–97. 197 indexed citations

19.

Earley, P. Christopher & Amy E. Randel. (1997). Self and other: Face and work group dynamics. eCite Digital Repository (University of Tasmania). 6 indexed citations

20.

Earley, P. Christopher & Amy E. Randel. (1995). Cognitive causal mechanisms in human agency: Etic and emic considerations. Journal of Behavior Therapy and Experimental Psychiatry. 26(3). 221–227. 2 indexed citations

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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