Grant O’Neill

663 total citations
24 papers, 460 citations indexed

About

Grant O’Neill is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Strategy and Management. According to data from OpenAlex, Grant O’Neill has authored 24 papers receiving a total of 460 indexed citations (citations by other indexed papers that have themselves been cited), including 15 papers in Organizational Behavior and Human Resource Management, 7 papers in Social Psychology and 4 papers in Strategy and Management. Recurrent topics in Grant O’Neill's work include Job Satisfaction and Organizational Behavior (9 papers), Cultural Differences and Values (4 papers) and Ethics in Business and Education (4 papers). Grant O’Neill is often cited by papers focused on Job Satisfaction and Organizational Behavior (9 papers), Cultural Differences and Values (4 papers) and Ethics in Business and Education (4 papers). Grant O’Neill collaborates with scholars based in Australia, United Kingdom and Ireland. Grant O’Neill's co-authors include Connie Zheng, Mark Morrison, Antonio Travaglione, Troy Heffernan, Denise Jarratt, Branka Krivokapic‐Skoko, Mira Crouch, Ramudu Bhanugopan, David Dowell and Steven L. McShane and has published in prestigious journals such as Journal of Retailing and Consumer Services, The International Journal of Human Resource Management and Personnel Review.

In The Last Decade

Grant O’Neill

22 papers receiving 396 citations

Author Peers

Peers are selected by citation overlap in the author's most active subfields. citations · hero ref

Author						Papers	Cites
Grant O’Neill	260	126	70	66	53	24	460
Leda Panayotopoulou	320 1.2×	137 1.1×	68 1.0×	101 1.5×	60 1.1×	14	532
Dorothea Roumpi	242 0.9×	171 1.4×	65 0.9×	82 1.2×	51 1.0×	17	535
Anne-Laure P. Winkler	227 0.9×	158 1.3×	39 0.6×	45 0.7×	42 0.8×	6	411
Carol Finnegan	156 0.6×	172 1.4×	47 0.7×	92 1.4×	59 1.1×	10	441
Arshad Zaheer	210 0.8×	126 1.0×	73 1.0×	127 1.9×	38 0.7×	21	489
Dennis R. Self	300 1.2×	168 1.3×	48 0.7×	52 0.8×	62 1.2×	21	535
Zabid Abdul Rashid	269 1.0×	183 1.5×	55 0.8×	58 0.9×	46 0.9×	5	498
Elizabeth Goad Oliver	189 0.7×	235 1.9×	88 1.3×	96 1.5×	48 0.9×	9	522
Gloria L. Ge	199 0.8×	229 1.8×	105 1.5×	81 1.2×	24 0.5×	16	478
Donald Hale	214 0.8×	176 1.4×	66 0.9×	63 1.0×	46 0.9×	6	417

Countries citing papers authored by Grant O’Neill

Since Specialization

Citations

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

Fields of papers citing papers by Grant O’Neill

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Grant O’Neill. 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 Grant O’Neill. The network helps show where Grant O’Neill may publish in the future.

Co-authorship network of co-authors of Grant O’Neill

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

All Works

Sort: Min cites: Since: Top N: Style:

20 of 20 papers shown

Travaglione, Antonio, et al.. (2017). Job attitudes between unionized and non-unionized employees. International journal of organizational analysis. 25(4). 647–661. 3 indexed citations

O’Neill, Grant, et al.. (2017). Converting values awareness to values enactment through frame-of-reference training. International journal of organizational analysis. 25(3). 536–558. 1 indexed citations

O’Neill, Grant, et al.. (2016). Demographic influences on employee trust towards managers. International journal of organizational analysis. 24(2). 246–260. 13 indexed citations

Travaglione, Antonio, et al.. (2015). How can gender signal employee qualities in retailing?. Journal of Retailing and Consumer Services. 27. 24–30. 10 indexed citations

Travaglione, Antonio, et al.. (2012). The effects of managerial values enactment on employee values enactment. Academy of Management Proceedings. 2012(1). 13397–13397. 2 indexed citations

O’Neill, Grant, Branka Krivokapic‐Skoko, & David Dowell. (2010). Unpacking Informal Contractual Relationships: Psychological Contracts Established by Australian Business Academics.. MURAL - Maynooth University Research Archive Library (National University of Ireland, Maynooth). 29(2). 5–33. 3 indexed citations

Krivokapic‐Skoko, Branka, et al.. (2009). Research Note: Undertaking Cross-Cultural Research into Psychological Contracts. eSpace (Curtin University). 34(2). 87–94. 1 indexed citations

Krivokapic‐Skoko, Branka, Grant O’Neill, & David Dowell. (2009). Assessing the contents of the psychological contracts: A cross-sectional survey of the academics at an Australian University. eSpace (Curtin University). 34(2). 4–28. 5 indexed citations

Travaglione, Antonio, et al.. (2009). The relationship between managerial values enactment, as a construct of behavioural integrity, and employee trust in management. eSpace (Curtin University). 1 indexed citations

10.

Zheng, Connie, Grant O’Neill, & Mark Morrison. (2009). Enhancing Chinese SME performance through innovative HR practices. Personnel Review. 38(2). 175–194. 92 indexed citations

11.

Krivokapic‐Skoko, Branka & Grant O’Neill. (2008). Psychological contracts in Australia: a mixed method research approach. eSpace (Curtin University). 6(1). 61–72. 5 indexed citations

12.

Heffernan, Troy, et al.. (2008). Relationship marketing. International Journal of Bank Marketing. 26(3). 183–199. 74 indexed citations

13.

Krivokapic‐Skoko, Branka, et al.. (2007). University academics psychological contracts in Australia and New Zealand. Charles Sturt University Research Output (CRO). 32(2). 33–52. 11 indexed citations

14.

McShane, Steven L., Grant O’Neill, & Antonio Travaglione. (2007). Managing Employee Values in Values-Driven Organisations: Contradiction, Façade and Illusions. UWA Profiles and Research Repository (University of Western Australia). 1 indexed citations

15.

Zheng, Connie, Mark Morrison, & Grant O’Neill. (2006). An empirical study of high performance HRM practices in Chinese SMEs. The International Journal of Human Resource Management. 17(10). 1772–1803. 153 indexed citations

16.

Travaglione, Antonio, et al.. (2006). Absenteeism in times of rapid organizational change. Strategic Change. 15(3). 113–128. 17 indexed citations

17.

O’Neill, Grant, et al.. (2006). Exploring Psychological Contracts Established by Academics: Empirical Evidence from an Australian University. Charles Sturt University Research Output (CRO). 1 indexed citations

18.

Ferres, Natalie, Antonio Travaglione, Grant O’Neill, & null null. (2005). Role of Emotional Intelligence Within Transactional/Transformational Leadership. FHSU Scholars Repository (Fort Hays State University). 1 indexed citations

19.

Heffernan, Troy, Grant O’Neill, Antonio Travaglione, & Mark Morrison. (2005). Relationship Marketing, Emotional Intelligence And Performance. 20–27. 1 indexed citations

20.

Crouch, Mira & Grant O’Neill. (2000). Sustaining identities? Prolegomena for inquiry into contemporary foodways. Social Science Information. 39(1). 181–192. 16 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.

Explore authors with similar magnitude of impact