Enhai Yu

934 total citations
20 papers, 673 citations indexed

About

Enhai Yu is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management and Demography. According to data from OpenAlex, Enhai Yu has authored 20 papers receiving a total of 673 indexed citations (citations by other indexed papers that have themselves been cited), including 17 papers in Social Psychology, 17 papers in Organizational Behavior and Human Resource Management and 5 papers in Demography. Recurrent topics in Enhai Yu's work include Job Satisfaction and Organizational Behavior (17 papers), Psychological Well-being and Life Satisfaction (10 papers) and Workplace Spirituality and Leadership (5 papers). Enhai Yu is often cited by papers focused on Job Satisfaction and Organizational Behavior (17 papers), Psychological Well-being and Life Satisfaction (10 papers) and Workplace Spirituality and Leadership (5 papers). Enhai Yu collaborates with scholars based in China, Canada and United States. Enhai Yu's co-authors include He Ding, Ray Friedman, Weihua Fang, Ying Chen, Yanbin Li, Ying Chen, Jooyeon Son, Yves Lespérance, John Mylopoulos and Jun Liu and has published in prestigious journals such as SHILAP Revista de lepidopterología, Personality and Individual Differences and The Leadership Quarterly.

In The Last Decade

Enhai Yu

20 papers receiving 626 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Enhai Yu China 12 386 237 135 129 125 20 673
G. Stoney Alder United States 14 239 0.6× 130 0.5× 259 1.9× 72 0.6× 46 0.4× 23 653
Valter Moreno Brazil 10 198 0.5× 128 0.5× 94 0.7× 68 0.5× 33 0.3× 42 579
David W. Dorsey United States 7 355 0.9× 230 1.0× 121 0.9× 23 0.2× 49 0.4× 20 681
Laurie L. Levesque United States 10 276 0.7× 298 1.3× 197 1.5× 73 0.6× 43 0.3× 18 768
Nishtha Malik India 11 227 0.6× 78 0.3× 103 0.8× 29 0.2× 79 0.6× 25 559
Jawad Khan Pakistan 17 250 0.6× 110 0.5× 121 0.9× 20 0.2× 62 0.5× 33 550
Ingo Angermeier United States 7 331 0.9× 101 0.4× 156 1.2× 262 2.0× 26 0.2× 10 892
Zhiying Liu China 13 80 0.2× 106 0.4× 365 2.7× 94 0.7× 61 0.5× 35 669
Haejung Yun South Korea 11 114 0.3× 82 0.3× 445 3.3× 67 0.5× 88 0.7× 32 679
Aakash Taneja United States 8 182 0.5× 49 0.2× 186 1.4× 52 0.4× 56 0.4× 16 483

Countries citing papers authored by Enhai Yu

Since Specialization
Citations

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

Fields of papers citing papers by Enhai Yu

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Enhai Yu. 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 Enhai Yu. The network helps show where Enhai Yu may publish in the future.

Co-authorship network of co-authors of Enhai Yu

This figure shows the co-authorship network connecting the top 25 collaborators of Enhai Yu. A scholar is included among the top collaborators of Enhai Yu 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 Enhai Yu. Enhai Yu is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

20 of 20 papers shown
1.
Ding, He, et al.. (2023). Humble leadership and follower strengths use: Leader-member exchange as a mediator and role overload as a moderator. Journal of Psychology in Africa. 33(6). 578–584. 3 indexed citations
2.
Ding, He, et al.. (2023). Strengths-based human resource system and organisational citizenship behaviour: Mediation by organisational support and moderation by tenure. Journal of Psychology in Africa. 33(4). 321–327. 1 indexed citations
3.
Ding, He, Enhai Yu, & Jun Liu. (2023). Professional commitment matters! linking employee strengths use to organizational citizenship behavior. Current Psychology. 43(5). 4505–4515. 5 indexed citations
4.
Ding, He, Enhai Yu, & Yanbin Li. (2022). Exploring the relationship between core self-evaluation and employee innovative behaviour: The role of emotional factors. Journal of Psychology in Africa. 32(5). 474–479. 3 indexed citations
5.
Ding, He & Enhai Yu. (2021). Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model. Journal of Career Development. 49(5). 1108–1121. 23 indexed citations
6.
Ding, He & Enhai Yu. (2021). How and when does follower’s strengths-based leadership contribute to follower work engagement? The roles of strengths use and core self-evaluation. German Journal of Human Resource Management Zeitschrift für Personalforschung. 36(2). 180–196. 10 indexed citations
7.
Ding, He & Enhai Yu. (2021). A Cross-Level Examination of the Relationship of Strengths-Based Human Resource System With Employee Performance. Journal of Career Development. 49(6). 1337–1350. 8 indexed citations
8.
9.
Ding, He, et al.. (2020). Humble Leadership Affects Organizational Citizenship Behavior: The Sequential Mediating Effect of Strengths Use and Job Crafting. Frontiers in Psychology. 11. 65–65. 68 indexed citations
10.
Ding, He & Enhai Yu. (2020). How and when does perceived supervisor support for strengths use influence employee strengths use? The roles of positive affect and self-efficacy. Journal of Psychology in Africa. 30(5). 384–389. 13 indexed citations
11.
Ding, He, Enhai Yu, & Yanbin Li. (2020). Transformational leadership and core self-evaluation: The roles of psychological well-being and supervisor-subordinate guanxi. Journal of Psychology in Africa. 30(3). 236–242. 7 indexed citations
12.
Ding, He & Enhai Yu. (2020). Followers' strengths-based leadership and strengths use of followers: The roles of trait emotional intelligence and role overload. Personality and Individual Differences. 168. 110300–110300. 31 indexed citations
13.
Ding, He, Enhai Yu, & Yanbin Li. (2020). Strengths-based leadership and its impact on task performance: A preliminary study. SHILAP Revista de lepidopterología. 51(1). 19 indexed citations
14.
Ding, He & Enhai Yu. (2020). Follower Strengths-based Leadership and Follower Innovative Behavior: The Roles of Core Self-evaluations and Psychological Well-being. Journal of Work and Organizational Psychology. 36(2). 103–110. 30 indexed citations
15.
Ding, He & Enhai Yu. (2020). Subordinate-oriented strengths-based leadership and subordinate job performance: the mediating effect of supervisor–subordinate guanxi. Leadership & Organization Development Journal. 41(8). 1107–1118. 25 indexed citations
16.
Ding, He, Enhai Yu, & Yanbin Li. (2020). Core self-evaluation, perceived organizational support for strengths use and job performance: Testing a mediation model. Current Psychology. 41(8). 5143–5150. 13 indexed citations
17.
Chen, Ying, Enhai Yu, & Jooyeon Son. (2014). Beyond leader–member exchange (LMX) differentiation: An indigenous approach to leader–member relationship differentiation. The Leadership Quarterly. 25(3). 611–627. 69 indexed citations
18.
Chen, Ying, et al.. (2009). Supervisor–Subordinate Guanxi: Developing a Three-Dimensional Model and Scale. Management and Organization Review. 5(3). 375–399. 174 indexed citations
19.
Yu, Enhai. (2002). Modeling organizations for information systems requirements engineering. 34–41. 115 indexed citations
20.
Yu, Enhai, John Mylopoulos, & Yves Lespérance. (1996). Al models for business process reengineering. IEEE Expert. 11(4). 16–23. 54 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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2026