Federico Aime

2.6k citations

27 papers · 1.9k indexed · 1 hit paper · h-index 16

Impact in

Strategy and Management top 1%
- Corporate Social Responsibility Reporting
- Innovation and Knowledge Management
Organizational Behavior and Human Resource Management top 1%
- Job Satisfaction and Organizational Behavior

Papers in

Safety Research 7
- Experimental Behavioral Economics Studies 7
Accounting 9
- Corporate Finance and Governance 8

Co-authors: Aaron Hill Stephen E. Humphrey Oleg V. Petrenko Jason W. Ridge Jeffrey B. Paul D. Scott DeRue Scott G. Johnson Margaret A. White
Journals: Strategic Management Journal (8 papers)Journal of Applied Psychology (2 papers)Academy of Management Annals (2 papers)Personality and Social Psychology Bulletin (1 paper)The Leadership Quarterly (1 paper)
Partner nations: United States Russia Hong Kong

In The Last Decade

Federico Aime

25 papers receiving 1.8k citations

Hit Papers

align trajectories log scale

Corporate social responsibility or CEO narcissism? CSR motivations and organizational performance 2014 · 710 citations

Peers

Countries citing papers authored by Federico Aime

Since Specialization

Citations

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

Fields of papers citing papers by Federico Aime

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network

The 25 scholars most cited alongside Federico Aime, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.

Border = papers with Federico Aime Line = papers co-authored together Federico Aime links everyone, so they are left out of the graph.

All Works

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20 of 20 papers shown

#	Work
1	Chief executive officer (CEO) Machiavellianism and executive pay. Journal of Applied Psychology ·Tessa Recendes, Aaron Hill, Federico Aime, Jason W. Ridge, Oleg V. Petrenko	2025	0
2	We act therefore we are: A theory of action‐driven strategy Managerial and Decision Economics ·Tomislav Mikulčić, Federico Aime, Oleg V. Petrenko	2023	0
3	Bargaining your way to success: The effect of Machiavellian chief executive officers on firm costs Strategic Management Journal ·Tessa Recendes, Federico Aime, Aaron Hill, Oleg V. Petrenko	2022	16
4	Do the personal attributes of CEOs matter in the IPO pricing process? An examination of charisma and humility Strategic Entrepreneurship Journal ·Jeffrey A. Chandler, Oleg V. Petrenko, Chuan F. C. Chang, Andrew B. Blake, Federico Aime	2022	10
5	Dealing with new members: Team members’ reactions to newcomer’s attractiveness and sex. Journal of Applied Psychology ·N N Deeva, Stephen E. Humphrey, Federico Aime, Oleg V. Petrenko, Matthew J. Quade, Chiara Gai	2021	5
6	Culture and Patterns of Reciprocity: The Role of Exchange Type, Regulatory Focus, and Emotions Personality and Social Psychology Bulletin ·A M Plugin, Cynthia S. Wang, Federico Aime, Long Wang, Niro Sivanathan, Shaochen Yang	2020	12
7	Looking for respect? How prior TMT social comparisons affect executives' new TMT engagements Strategic Management Journal ·Federico Aime, Aaron Hill, Jason W. Ridge	2020	13
8	Bargaining your Way to Success: Machiavellian CEOs and organizational performance. Academy of Management Proceedings ·Tessa Recendes, Federico Aime, Aaron Hill, Oleg V. Petrenko	2018	2
9	The Double-edged Nature of Narcissism and Imposter Syndrome in Organizations Academy of Management Proceedings ·Laura M. Little, Brian J. Hoffman, Gunther Kiewningstrase, W. Keith Campbell, Aaron Hill, Kristie Rogers, Federico Aime, 吴忠民, Suzanne J. Peterson, Constantine Sedikides	2017	1
10	Team conflict dynamics: Implications of a dyadic view of conflict for team performance Organizational Behavior and Human Decision Processes ·Stephen E. Humphrey, Federico Aime, Thị Thu Huyền Ngô, Aaron Hill, سارة جابري	2017	59
11	Team Microdynamics: Toward an Organizing Approach to Teamwork Academy of Management Annals ·Stephen E. Humphrey, Federico Aime	2014	105
12	Board demographic diversity, firm performance and strategic change Management Research Review ·Daniel Kipkirong Tarus, Federico Aime	2014	45
13	Team Microdynamics: Toward an Organizing Approach to Teamwork Academy of Management Annals ·Stephen E. Humphrey, Federico Aime	2014	135
14	The Riddle of Heterarchy: Power Transitions in Cross-Functional Teams Academy of Management Journal ·Federico Aime, Stephen E. Humphrey, D. Scott DeRue, Jeffrey B. Paul	2013	182
15	When much more of a difference makes a difference: Social comparison and tournaments in the CEO 's top team Strategic Management Journal ·Jason W. Ridge, Federico Aime, Margaret A. White	2013	93
16	Role innovation through employee social networks Organizational Psychology Review ·Federico Aime, Linn Van Dyne, Oleg V. Petrenko	2011	13
17	Does talking the talk help walking the walk? An examination of the effect of vocal attractiveness in leader effectiveness The Leadership Quarterly ·Timothy DeGroot, Federico Aime, Scott G. Johnson, Donald H. Kluemper	2011	29
18	The routine may be stable but the advantage is not: competitive implications of key employee mobility Strategic Management Journal ·Federico Aime, Scott G. Johnson, Jason W. Ridge, Aaron Hill	2009	142
19	Legitimacy of team rewards: Analyzing legitimacy as a condition for the effectiveness of team incentive designs Journal of Business Research ·Federico Aime, Christopher J. Meyer, Stephen E. Humphrey	2009	37
20	Is performance driven by industry‐ or firm‐specific factors? A response to Hawawini, Subramanian, and Verdin Strategic Management Journal ·Gerry McNamara, Federico Aime, Paul M. Vaaler	2005	70

About Federico Aime

Federico Aime is a scholar working on Safety Research, Accounting, Organizational Behavior and Human Resource Management, Strategy and Management and Gender Studies, having authored 27 papers that have together received 1.9k indexed citations. Recurring topics across this work include Corporate Finance and Governance (8 papers), Experimental Behavioral Economics Studies (7 papers), Team Dynamics and Performance (5 papers), Innovation and Knowledge Management (5 papers), Gender Diversity and Inequality (4 papers), Management and Organizational Studies (3 papers), Social and Intergroup Psychology (3 papers) and Job Satisfaction and Organizational Behavior (3 papers). The work is most often cited by research in Strategy and Management (869 citations), Organizational Behavior and Human Resource Management (540 citations), Accounting (570 citations), Marketing (293 citations) and Management of Technology and Innovation (180 citations). Federico Aime has collaborated with scholars based in United States, Russia and Hong Kong. Frequent co-authors include Aaron Hill, Stephen E. Humphrey, Oleg V. Petrenko, Jason W. Ridge, Jason W. Ridge, Jeffrey B. Paul, D. Scott DeRue, Scott G. Johnson, Margaret A. White and Christopher J. Meyer. Their work appears in journals such as Strategic Management Journal, Journal of Applied Psychology, Academy of Management Annals, Personality and Social Psychology Bulletin and The Leadership Quarterly.

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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