Ben J. Searle

1.5k total citations
31 papers, 1.1k citations indexed

About

Ben J. Searle is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and General Health Professions. According to data from OpenAlex, Ben J. Searle has authored 31 papers receiving a total of 1.1k indexed citations (citations by other indexed papers that have themselves been cited), including 17 papers in Social Psychology, 12 papers in Organizational Behavior and Human Resource Management and 7 papers in General Health Professions. Recurrent topics in Ben J. Searle's work include Job Satisfaction and Organizational Behavior (12 papers), Workplace Health and Well-being (5 papers) and Team Dynamics and Performance (5 papers). Ben J. Searle is often cited by papers focused on Job Satisfaction and Organizational Behavior (12 papers), Workplace Health and Well-being (5 papers) and Team Dynamics and Performance (5 papers). Ben J. Searle collaborates with scholars based in Australia, United Kingdom and Thailand. Ben J. Searle's co-authors include Monique F. Crane, Jaime C. Auton, Jim Bright, Maria Kangas, Stephen Bochner, Mark W. Wiggins, Thomas Loveday, Anthony H. Winefield, Helen R. Winefield and Carolyn Boyd and has published in prestigious journals such as Journal of Communication, Journal of Occupational Health Psychology and Human Factors The Journal of the Human Factors and Ergonomics Society.

In The Last Decade

Ben J. Searle

30 papers receiving 1.0k citations

Peers

Ben J. Searle

OBHRM

SP

CP

GHP

SPS

Juriena D. de Vries Netherlands

Laurenţiu P. Maricuțoiu Romania

Coralia Șulea Romania

Deirdre O’Shea Ireland

Joseph J. Mazzola United States

M. Anthony Machin Australia

Isabel Rodríguez Spain

Andrei Rusu Romania

Matthew R. Leon United States

Darren Van Laar United Kingdom

Juriena D. de Vries Netherlands

Ben J. Searle

413 ×0.9

OBHRM

408 ×1.0

SP

273 ×0.9

CP

520 ×1.7

GHP

183 ×1.2

SPS

Citations per year, relative to Ben J. Searle Ben J. Searle (= 1×) peers Juriena D. de Vries

Countries citing papers authored by Ben J. Searle

Since Specialization

Citations

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

Fields of papers citing papers by Ben J. Searle

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Ben J. Searle. 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 Ben J. Searle. The network helps show where Ben J. Searle may publish in the future.

Co-authorship network of co-authors of Ben J. Searle

This figure shows the co-authorship network connecting the top 25 collaborators of Ben J. Searle. A scholar is included among the top collaborators of Ben J. Searle 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 Ben J. Searle. Ben J. Searle 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

1.

Searle, Ben J., et al.. (2021). Diverse effects of team diversity: a review and framework of surface and deep-level diversity. Personnel Review. 50(9). 1838–1853. 26 indexed citations

2.

Searle, Ben J., et al.. (2020). Career Adaptability: The Role of Developmental Leadership and Career Optimism. Journal of Career Development. 49(2). 269–281. 27 indexed citations

3.

Crane, Monique F., Maria Kangas, Eyal Karin, Ben J. Searle, & Diana Chen. (2020). Leveraging the experience of stressors: the role of adaptive systematic self-reflection. Anxiety Stress & Coping. 33(3). 231–247. 22 indexed citations

4.

Wiggins, Mark W., et al.. (2019). Higher social cue utilisation improves communication, reduces perceived workload, and improves performance amongst ad hoc dyads in simulated rail control. Ergonomics. 63(1). 31–47. 1 indexed citations

5.

Searle, Ben J., et al.. (2019). Peers, proactivity, and problem-solving: A multilevel study of team impacts on stress appraisals of problem-solving demands. Work & Stress. 34(3). 219–237. 10 indexed citations

6.

Crane, Monique F., et al.. (2018). How resilience is strengthened by exposure to stressors: the systematic self-reflection model of resilience strengthening. Anxiety Stress & Coping. 32(1). 1–17. 141 indexed citations

7.

Searle, Ben J., et al.. (2018). Goal Difficulty and Creative Performance: The Mediating Role of Stress Appraisal. Human Performance. 31(3). 179–196. 32 indexed citations

8.

Crane, Monique F. & Ben J. Searle. (2016). Building resilience through exposure to stressors: The effects of challenges versus hindrances.. Journal of Occupational Health Psychology. 21(4). 468–479. 136 indexed citations

9.

Wiggins, Mark W., et al.. (2016). The role of cues in expert project manager sensemaking. Construction Management and Economics. 34(7-8). 492–507. 9 indexed citations

10.

Tuckey, Michelle R., Ben J. Searle, Carolyn Boyd, Anthony H. Winefield, & Helen R. Winefield. (2014). Hindrances are not threats: Advancing the multidimensionality of work stress.. Journal of Occupational Health Psychology. 20(2). 131–147. 113 indexed citations

11.

Searle, Ben J. & Jaime C. Auton. (2014). The merits of measuring challenge and hindrance appraisals. Anxiety Stress & Coping. 28(2). 121–143. 201 indexed citations

12.

Loveday, Thomas, Mark W. Wiggins, & Ben J. Searle. (2013). Cue Utilization and Broad Indicators of Workplace Expertise. Journal of Cognitive Engineering and Decision Making. 8(1). 98–113. 42 indexed citations

13.

Auton, Jaime C., Mark W. Wiggins, Ben J. Searle, Thomas Loveday, & Nan Xu Rattanasone. (2013). Prosodic Cues Used During Perceptions of Nonunderstandings in Radio Communication. Journal of Communication. 63(3). 600–616. 7 indexed citations

14.

Loveday, Thomas, Mark W. Wiggins, Ben J. Searle, Marino S. Festa, & David Schell. (2012). The Capability of Static and Dynamic Features to Distinguish Competent From Genuinely Expert Practitioners in Pediatric Diagnosis. Human Factors The Journal of the Human Factors and Ergonomics Society. 55(1). 125–137. 42 indexed citations

15.

Searle, Ben J.. (2012). Detachment From Work in Airport Hotels. 2(1). 20–24. 3 indexed citations

16.

Searle, Ben J.. (2009). When proactivity goes bad. 1 indexed citations

17.

Searle, Ben J.. (2008). Does personal initiative training work as a stress management intervention?. Journal of Occupational Health Psychology. 13(3). 259–270. 31 indexed citations

18.

Searle, Ben J., Ben R. Newell, & Jim Bright. (2001). Cognition, stress and anxiety. 89–107. 3 indexed citations

19.

Jones, Fiona, Jim Bright, Ben J. Searle, & Lucy Cooper. (1998). Modelling occupational stress and health: the impact of the demand–control model on academic research and on workplace practice. Stress Medicine. 14(4). 231–236. 1 indexed citations

20.

Jones, Fiona, Jim Bright, Ben J. Searle, & Lucy Cooper. (1998). Modelling occupational stress and health: the impact of the demand–control model on academic research and on workplace practice. Stress Medicine. 14(4). 231–236. 20 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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