Ana M. Sariol

437 total citations
8 papers, 335 citations indexed

About

Ana M. Sariol is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and Sociology and Political Science. According to data from OpenAlex, Ana M. Sariol has authored 8 papers receiving a total of 335 indexed citations (citations by other indexed papers that have themselves been cited), including 4 papers in Social Psychology, 4 papers in Organizational Behavior and Human Resource Management and 3 papers in Sociology and Political Science. Recurrent topics in Ana M. Sariol's work include Job Satisfaction and Organizational Behavior (3 papers), Corporate Finance and Governance (3 papers) and Cultural Differences and Values (2 papers). Ana M. Sariol is often cited by papers focused on Job Satisfaction and Organizational Behavior (3 papers), Corporate Finance and Governance (3 papers) and Cultural Differences and Values (2 papers). Ana M. Sariol collaborates with scholars based in United States and Cuba. Ana M. Sariol's co-authors include Michael Abebe, Jennifer L. Welbourne and Joseph Simpson and has published in prestigious journals such as Journal of Business Research, Journal of Business Ethics and Journal of Occupational Health Psychology.

In The Last Decade

Ana M. Sariol

8 papers receiving 322 citations

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Ana M. Sariol United States	5	134	105	98	85	58	8	335
Matthew L. Call United States	5	188 1.4×	67 0.6×	34 0.3×	67 0.8×	56 1.0×	14	324
Ngan Collins Australia	11	164 1.2×	93 0.9×	32 0.3×	50 0.6×	64 1.1×	23	346
Stanley B. Malos United States	7	159 1.2×	78 0.7×	82 0.8×	85 1.0×	34 0.6×	10	351
Rasidah Arshad Malaysia	9	192 1.4×	99 0.9×	28 0.3×	59 0.7×	55 0.9×	21	357
Anthonia Adeniji Nigeria	13	202 1.5×	51 0.5×	30 0.3×	47 0.6×	61 1.1×	37	421
Ilhaamie Abdul Ghani Azmi Malaysia	12	60 0.4×	109 1.0×	112 1.1×	43 0.5×	21 0.4×	45	316
Faisal Khan Pakistan	11	99 0.7×	53 0.5×	121 1.2×	76 0.9×	38 0.7×	50	343
Michael C. Campion United States	9	131 1.0×	41 0.4×	99 1.0×	47 0.6×	39 0.7×	15	270
María del Mar Villegas Periñán Spain	8	213 1.6×	36 0.3×	154 1.6×	144 1.7×	40 0.7×	11	393
Dorothea Alewell Germany	9	169 1.3×	73 0.7×	35 0.4×	55 0.6×	24 0.4×	48	342

Countries citing papers authored by Ana M. Sariol

Since Specialization

Citations

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

Fields of papers citing papers by Ana M. Sariol

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Ana M. Sariol. 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 Ana M. Sariol. The network helps show where Ana M. Sariol may publish in the future.

Co-authorship network of co-authors of Ana M. Sariol

This figure shows the co-authorship network connecting the top 25 collaborators of Ana M. Sariol. A scholar is included among the top collaborators of Ana M. Sariol 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 Ana M. Sariol. Ana M. Sariol 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:

8 of 8 papers shown

1.

Welbourne, Jennifer L., et al.. (2020). Feeling shame and guilt when observing workplace incivility: Elicitors and behavioral responses. Human Resource Development Quarterly. 31(4). 371–392. 31 indexed citations

2.

Welbourne, Jennifer L., et al.. (2019). Antecedents and Consequences of Experiencing Guilt and Shame in Response to Observed Incivility. Academy of Management Proceedings. 2019(1). 17711–17711. 1 indexed citations

3.

Simpson, Joseph & Ana M. Sariol. (2018). Squared Away: Veterans on the Board of Directors. Journal of Business Ethics. 160(4). 1035–1045. 23 indexed citations

4.

Welbourne, Jennifer L. & Ana M. Sariol. (2016). When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender.. Journal of Occupational Health Psychology. 22(2). 194–206. 68 indexed citations

5.

Sariol, Ana M. & Michael Abebe. (2016). The Effect of CEO Power on Organizational Innovation: An Empirical Investigation. Academy of Management Proceedings. 2016(1). 14320–14320. 1 indexed citations

6.

Sariol, Ana M. & Michael Abebe. (2016). The influence of CEO power on explorative and exploitative organizational innovation. Journal of Business Research. 73. 38–45. 141 indexed citations

7.

Welbourne, Jennifer L., et al.. (2014). Ethnicity and cultural values as predictors of the occurrence and impact of experienced workplace incivility.. Journal of Occupational Health Psychology. 20(2). 205–217. 68 indexed citations

8.

Welbourne, Jennifer L., et al.. (2014). Impact of Workplace Incivility on Satisfaction and Burnout: Moderating Effects of Cultural Values. Academy of Management Proceedings. 2014(1). 17248–17248. 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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