Claus W. Langfred
- Organizational Behavior and Human Resource Management top 1%
- Social Psychology top 1%
- Sociology and Political Science top 5%
- Strategy and Management top 2%
- Communication top 1%
- Topics
- Team Dynamics and Performance (11 papers)Job Satisfaction and Organizational Behavior (8 papers)Conflict Management and Negotiation (5 papers)
- Partner nations
- United States
In The Last Decade
Claus W. Langfred
17 papers receiving 1.8k citations
Hit Papers
Peers
Comparison fields: 5 of 96
- Organizational Behavior and Human Resource Management 901
- Social Psychology 783
- Sociology and Political Science 527
- Strategy and Management 428
- Communication 368
Countries citing papers authored by Claus W. Langfred
This map shows the geographic impact of Claus W. Langfred'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 Claus W. Langfred with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Claus W. Langfred more than expected).
Fields of papers citing papers by Claus W. Langfred
This network shows the impact of papers produced by Claus W. Langfred. 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 Claus W. Langfred. The network helps show where Claus W. Langfred may publish in the future.
Co-authorship network of co-authors of Claus W. Langfred
This figure shows the co-authorship network connecting the top 25 collaborators of Claus W. Langfred. A scholar is included among the top collaborators of Claus W. Langfred 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 Claus W. Langfred. Claus W. Langfred is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 4 | |
| 2 | 58 | |
| 3 | 10 | |
| 4 | To Be or Not to Be Autonomous: Exploring Why Employees Want More Autonomy | 8 |
| 5 | 2 | |
| 6 | 297 | |
| 7 | 185 | |
| 8 | 314 | |
| 9 | TOO MUCH OF A GOOD THING? NEGATIVE EFFECTS OF HIGH TRUST AND INDIVIDUAL AUTONOMY IN SELF-MANAGING TEAMS.breakdown → | 519 |
| 10 | 79 | |
| 11 | 81 | |
| 12 | 1 | |
| 13 | 193 | |
| 14 | 67 | |
| 15 | The Importance of Organizational Context, II: An Empirical Test of Work Group Cohesiveness and Effectiveness in Two Governmental Bureaucracies | 9 |
| 16 | 86 | |
| 17 | 13 |
About Claus W. Langfred
Claus W. Langfred is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Communication, having authored 17 papers that have together received 1.9k indexed citations. Recurring topics across this work include Team Dynamics and Performance (11 papers), Job Satisfaction and Organizational Behavior (8 papers) and Conflict Management and Negotiation (5 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (901 citations), Communication (368 citations) and Social Psychology (783 citations). Claus W. Langfred has collaborated with scholars based in United States. Frequent co-authors include Neta Moye, Kevin W. Rockmann, Mark Shanley and Matthew A. Cronin. Their work appears in journals such as Academy of Management Journal, Journal of Applied Psychology and Journal of Management.
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.