Amy Y. Ou

3.6k total citations · 3 hit papers
21 papers, 2.6k citations indexed

About

Amy Y. Ou is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Strategy and Management. According to data from OpenAlex, Amy Y. Ou has authored 21 papers receiving a total of 2.6k indexed citations (citations by other indexed papers that have themselves been cited), including 10 papers in Organizational Behavior and Human Resource Management, 6 papers in Social Psychology and 6 papers in Strategy and Management. Recurrent topics in Amy Y. Ou's work include Job Satisfaction and Organizational Behavior (7 papers), International Student and Expatriate Challenges (5 papers) and Gender Diversity and Inequality (3 papers). Amy Y. Ou is often cited by papers focused on Job Satisfaction and Organizational Behavior (7 papers), International Student and Expatriate Challenges (5 papers) and Gender Diversity and Inequality (3 papers). Amy Y. Ou collaborates with scholars based in United States, Singapore and China. Amy Y. Ou's co-authors include Anne S. Tsui, Angelo J. Kinicki, Chad A. Hartnell, Sushil Nifadkar, David A. Waldman, Suzanne J. Peterson, Lynda Jiwen Song, Zhixing Xiao, Hongyu Zhang and Wang Hui and has published in prestigious journals such as Academy of Management Journal, Journal of Applied Psychology and Administrative Science Quarterly.

In The Last Decade

Amy Y. Ou

20 papers receiving 2.4k 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.

Cross-National, Cross-Cultural Organizational Behavior Research: Advances, Gaps, and Recommendations

2007 701 citations Anne S. Tsui, Sushil Nifadkar et al. Journal of Management profile →
Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework's theoretical suppositions.

2011 639 citations Chad A. Hartnell, Amy Y. Ou et al. Journal of Applied Psychology profile →
Humble Chief Executive Officers’ Connections to Top Management Team Integration and Middle Managers’ Responses

2014 421 citations Amy Y. Ou, Anne S. Tsui et al. Administrative Science Quarterly profile →

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Amy Y. Ou United States	11	1.4k	702	659	637	333	21	2.6k
Yongmei Liu United States	21	1.7k 1.2×	585 0.8×	544 0.8×	524 0.8×	212 0.6×	43	2.7k
Benjamin B. Dunford United States	18	1.6k 1.2×	606 0.9×	1.3k 2.0×	650 1.0×	279 0.8×	43	3.5k
Suk Bong Choi South Korea	26	1.1k 0.8×	363 0.5×	667 1.0×	485 0.8×	417 1.3×	86	2.6k
Alannah E. Rafferty Australia	20	2.3k 1.7×	820 1.2×	730 1.1×	539 0.8×	189 0.6×	34	3.5k
Christian J. Resick United States	24	1.9k 1.4×	922 1.3×	607 0.9×	726 1.1×	237 0.7×	42	3.4k
Alexander Pundt Germany	13	1.4k 1.0×	1.3k 1.9×	740 1.1×	837 1.3×	325 1.0×	25	3.5k
Dennis Tourish United Kingdom	29	1.5k 1.1×	483 0.7×	491 0.7×	479 0.8×	155 0.5×	80	2.8k
David R. Hekman United States	13	1.4k 1.1×	644 0.9×	371 0.6×	764 1.2×	178 0.5×	24	2.4k
Robert S. Rubin United States	27	1.6k 1.2×	970 1.4×	493 0.7×	508 0.8×	199 0.6×	53	3.0k
Anthony J. Nyberg United States	25	1.6k 1.2×	513 0.7×	870 1.3×	511 0.8×	594 1.8×	46	3.2k

Countries citing papers authored by Amy Y. Ou

Since Specialization

Citations

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

Fields of papers citing papers by Amy Y. Ou

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Amy Y. Ou

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

All Works

Sort: Min cites: Since: Top N: Style:

20 of 20 papers shown

Ou, Amy Y., et al.. (2024). CEO Humility and Corporate Social Irresponsibility: Evidence Based on a New Unobtrusive Measure. Organization Science. 35(6). 2016–2039. 5 indexed citations

Ou, Amy Y., et al.. (2023). Breaking barriers or maintaining status quo? Female representation in decision-making group of venture capital firms and the funding of woman-led businesses. Journal of Business Venturing. 39(1). 106368–106368. 12 indexed citations

Gabriel, Allison S., Tammy D. Allen, Cynthia E. Devers, et al.. (2023). A call to action: Taking the untenable out of women professors’ pregnancy, postpartum, and caregiving demands. Industrial and Organizational Psychology. 16(2). 187–210. 10 indexed citations

Lim, Sandy, et al.. (2021). Experienced incivility in the workplace: A meta-analytical review of its construct validity and nomological network.. Journal of Applied Psychology. 107(2). 193–220. 101 indexed citations

Wang, Danni, Amy Y. Ou, & Lynda Jiwen Song. (2021). Stay Humble and Fly High: The Roles of Subordinate Voice and Competitive Work Context in the Linkage Between Leader Humility and Career Success. Journal of Leadership & Organizational Studies. 29(1). 147–166. 4 indexed citations

Hartnell, Chad A., Amy Y. Ou, Angelo J. Kinicki, Dongwon Choi, & Elizabeth P. Karam. (2019). A meta-analytic test of organizational culture’s association with elements of an organization’s system and its relative predictive validity on organizational outcomes.. Journal of Applied Psychology. 104(6). 832–850. 82 indexed citations

Ou, Amy Y., et al.. (2019). 1164 Breaking the Academic Ceiling: Gender Disparities and Bias in Authorship in Leading Gastroenterological Journals. The American Journal of Gastroenterology. 114(1). S650–S650. 1 indexed citations

Ou, Amy Y., Qian Lu, Guoli Chen, & Chi‐Nien Chung. (2019). Do No Evil: CEO Humility, Corporate Social Irresponsibility, and Subsequent Actions. Academy of Management Proceedings. 2019(1). 11650–11650. 1 indexed citations

Ou, Amy Y., Sifei Li, Ping Jiang, & Lu Deng. (2017). Chinese CEOs’ Socialist Political Ideology and Corporate Social Responsibility Commitments. Academy of Management Proceedings. 2017(1). 10985–10985. 1 indexed citations

10.

Ou, Amy Y., et al.. (2016). When Can Humble Top Executives Retain Middle Managers? The Moderating Role of Top Management Team Faultlines. Academy of Management Journal. 60(5). 1915–1931. 105 indexed citations

11.

Ou, Amy Y., David A. Waldman, & Suzanne J. Peterson. (2015). Do Humble CEOs Matter? An Examination of CEO Humility and Firm Outcomes. Journal of Management. 44(3). 1147–1173. 234 indexed citations

12.

Ou, Amy Y., Anne S. Tsui, Angelo J. Kinicki, et al.. (2014). Humble Chief Executive Officers’ Connections to Top Management Team Integration and Middle Managers’ Responses. Administrative Science Quarterly. 59(1). 34–72. 421 indexed citations breakdown →

13.

Ou, Amy Y., et al.. (2014). "A Multilevel Model of Top Management Diversity, Empowering Leadership and Middle Managers’ Turnover". Academy of Management Proceedings. 2014(1). 14807–14807. 1 indexed citations

14.

Tsui, Anne S., Sushil Nifadkar, & Amy Y. Ou. (2013). Nagging Problems and Modest Solutions in Cross-Cultural Research: Illustrations From Organizational Behavior Literature. 173–196. 3 indexed citations

15.

Ou, Amy Y., Suzanne J. Peterson, & David A. Waldman. (2012). Organizational Ambidexterity and Firm Performance: The Role of CEO Humility. Academy of Management Proceedings. 2012(1). 10886–10886.

16.

Ou, Amy Y.. (2012). Building an Empowering Organization: A Study of Humble CEOs. Academy of Management Proceedings. 2012(1). 10887–10887. 3 indexed citations

17.

Ou, Amy Y., Luisa Varriale, & Anne S. Tsui. (2012). International Collaboration for Academic Publication. Group & Organization Management. 37(4). 407–451. 25 indexed citations

18.

Hartnell, Chad A., Amy Y. Ou, & Angelo J. Kinicki. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework's theoretical suppositions.. Journal of Applied Psychology. 96(4). 677–694. 639 indexed citations breakdown →

19.

Hartnell, Chad A., Amy Y. Ou, & Angelo J. Kinicki. (2011). "Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework's theoretical suppositions": Correction to Hartnell, Ou, and Kinicki (2011).. Journal of Applied Psychology. 96(4). 694–694. 20 indexed citations

20.

Tsui, Anne S., Sushil Nifadkar, & Amy Y. Ou. (2007). Cross-National, Cross-Cultural Organizational Behavior Research: Advances, Gaps, and Recommendations. Journal of Management. 33(3). 426–478. 701 indexed citations breakdown →

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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