Charles K. Parsons
- Organizational Behavior and Human Resource Management top 1%
- Sociology and Political Science top 5%
- Social Psychology top 2%
- Management Science and Operations Research top 2%
- Gender Studies top 2%
- Co-authors
- Daniel M. CableFritz DrasgowRobert C. LidenCharles L. HulinDavid M. HeroldLuis L. MartinsLloyd G. HumphreysMartin M. Greller
- Topics
- Job Satisfaction and Organizational Behavior (10 papers)Employer Branding and e-HRM (7 papers)Human Resource Development and Performance Evaluation (5 papers)
- Partner nations
- United StatesAustraliaHong Kong
In The Last Decade
Charles K. Parsons
44 papers receiving 1.8k citations
Peers
Comparison fields: 5 of 121
- Organizational Behavior and Human Resource Management 921
- Sociology and Political Science 455
- Social Psychology 438
- Management Science and Operations Research 329
- Gender Studies 301
Countries citing papers authored by Charles K. Parsons
This map shows the geographic impact of Charles K. Parsons'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 Charles K. Parsons with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Charles K. Parsons more than expected).
Fields of papers citing papers by Charles K. Parsons
This network shows the impact of papers produced by Charles K. Parsons. 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 Charles K. Parsons. The network helps show where Charles K. Parsons may publish in the future.
Co-authorship network of co-authors of Charles K. Parsons
This figure shows the co-authorship network connecting the top 25 collaborators of Charles K. Parsons. A scholar is included among the top collaborators of Charles K. Parsons 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 Charles K. Parsons. Charles K. Parsons is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 1 | |
| 2 | 54 | |
| 3 | 96 | |
| 4 | 70 | |
| 5 | 2 | |
| 6 | 477 | |
| 7 | 16 | |
| 8 | 17 | |
| 9 | 0 | |
| 10 | 6 | |
| 11 | 4 | |
| 12 | 32 | |
| 13 | 5 | |
| 14 | 1 | |
| 15 | Item response theory : application to psychological measurement | 284 |
| 16 | 9 | |
| 17 | 2 | |
| 18 | 6 | |
| 19 | 48 | |
| 20 | 1 |
About Charles K. Parsons
Charles K. Parsons is a scholar working on Organizational Behavior and Human Resource Management, Applied Psychology and Management Science and Operations Research, having authored 46 papers that have together received 2.1k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (10 papers), Employer Branding and e-HRM (7 papers) and Human Resource Development and Performance Evaluation (5 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (921 citations), Applied Psychology (197 citations) and Gender Studies (301 citations). Charles K. Parsons has collaborated with scholars based in United States, Australia and Hong Kong. Frequent co-authors include Daniel M. Cable, Fritz Drasgow, Robert C. Liden, Charles L. Hulin, David M. Herold, Luis L. Martins, Lloyd G. Humphreys, Martin M. Greller, Donald B. Fedor and Edward J. O’Connor. Their work appears in journals such as Psychological Bulletin, Academy of Management Journal and Journal of Applied Psychology.
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.