Christopher T. Rotolo
- Organizational Behavior and Human Resource Management top 5%
- Social Psychology
- Applied Psychology
- Clinical Psychology
- Gender Studies
- Topics
- Human Resource and Talent Management (5 papers)Employer Branding and e-HRM (3 papers)Human Resource Development and Performance Evaluation (2 papers)
- Journals
- Personnel PsychologyThe Journal of Applied Behavioral ScienceIndustrial and Organizational Psychology
- Partner nations
- United KingdomUnited States
In The Last Decade
Christopher T. Rotolo
13 papers receiving 158 citations
Peers
Comparison fields: 5 of 43
- Organizational Behavior and Human Resource Management 113
- Social Psychology 43
- Applied Psychology 31
- Clinical Psychology 21
- Gender Studies 20
Countries citing papers authored by Christopher T. Rotolo
This map shows the geographic impact of Christopher T. Rotolo'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 Christopher T. Rotolo with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Christopher T. Rotolo more than expected).
Fields of papers citing papers by Christopher T. Rotolo
This network shows the impact of papers produced by Christopher T. Rotolo. 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 Christopher T. Rotolo. The network helps show where Christopher T. Rotolo may publish in the future.
Co-authorship network of co-authors of Christopher T. Rotolo
This figure shows the co-authorship network connecting the top 25 collaborators of Christopher T. Rotolo. A scholar is included among the top collaborators of Christopher T. Rotolo 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 Christopher T. Rotolo. Christopher T. Rotolo is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 2 | |
| 2 | 30 | |
| 3 | 2 | |
| 4 | 7 | |
| 5 | 7 | |
| 6 | 51 | |
| 7 | 5 | |
| 8 | 9 | |
| 9 | 3 | |
| 10 | 47 | |
| 11 | 0 | |
| 12 | 2 | |
| 13 | 2 | |
| 14 | The effects of convergent and discriminant validity on skill to skill validity of skill dimensions in assessment centers | 1 |
About Christopher T. Rotolo
Christopher T. Rotolo is a scholar working on Organizational Behavior and Human Resource Management, Applied Psychology and Public Administration, having authored 14 papers that have together received 168 indexed citations. Recurring topics across this work include Human Resource and Talent Management (5 papers), Employer Branding and e-HRM (3 papers) and Human Resource Development and Performance Evaluation (2 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (113 citations), Applied Psychology (31 citations) and Gender Studies (20 citations). Christopher T. Rotolo has collaborated with scholars based in United Kingdom and United States. Frequent co-authors include Allan H. Church, Seymour Adler, James W. Smither, Karen Paul and Rob Silzer. Their work appears in journals such as Personnel Psychology, The Journal of Applied Behavioral Science and Industrial and Organizational 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.