H. Canan Sümer

1.1k total citations
23 papers, 537 citations indexed

About

H. Canan Sümer is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Clinical Psychology. According to data from OpenAlex, H. Canan Sümer has authored 23 papers receiving a total of 537 indexed citations (citations by other indexed papers that have themselves been cited), including 11 papers in Organizational Behavior and Human Resource Management, 9 papers in Social Psychology and 6 papers in Clinical Psychology. Recurrent topics in H. Canan Sümer's work include Job Satisfaction and Organizational Behavior (6 papers), Personality Traits and Psychology (6 papers) and Emotional Intelligence and Performance (5 papers). H. Canan Sümer is often cited by papers focused on Job Satisfaction and Organizational Behavior (6 papers), Personality Traits and Psychology (6 papers) and Emotional Intelligence and Performance (5 papers). H. Canan Sümer collaborates with scholars based in Türkiye, United States and Sweden. H. Canan Sümer's co-authors include Patrick A. Knight, Nebi Sümer, Feride Acar, Yalçın Açıkgöz, Clive Fullagar, Magnus Sverke, Reyhan Bilgiç, Kürşad Demirutku, Dragoş Iliescu and Dave Bartram and has published in prestigious journals such as Journal of Applied Psychology, Sex Roles and Applied Psychology.

In The Last Decade

H. Canan Sümer

21 papers receiving 466 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
H. Canan Sümer Türkiye 11 203 194 180 128 87 23 537
Markku Jokisaari Finland 14 170 0.8× 188 1.0× 271 1.5× 56 0.4× 70 0.8× 20 610
Lars‐Eric Petersen Germany 13 191 0.9× 159 0.8× 106 0.6× 72 0.6× 105 1.2× 32 475
Amy M. Christie Canada 9 216 1.1× 187 1.0× 245 1.4× 69 0.5× 76 0.9× 11 520
Jay C. Thomas United States 11 158 0.8× 252 1.3× 235 1.3× 61 0.5× 150 1.7× 22 684
Melanie E. Leuty United States 13 118 0.6× 137 0.7× 135 0.8× 48 0.4× 86 1.0× 27 455
Dan Ispas United States 14 200 1.0× 289 1.5× 258 1.4× 59 0.5× 141 1.6× 28 614
Mitchell S. Nesler United States 10 210 1.0× 176 0.9× 96 0.5× 59 0.5× 64 0.7× 12 500
Jill C. Bradley‐Geist United States 10 139 0.7× 155 0.8× 115 0.6× 52 0.4× 142 1.6× 18 478
Jess K. Alberts United States 10 296 1.5× 206 1.1× 91 0.5× 49 0.4× 61 0.7× 15 536
Katherine T. U. Emerson United States 6 167 0.8× 133 0.7× 78 0.4× 95 0.7× 46 0.5× 11 441

Countries citing papers authored by H. Canan Sümer

Since Specialization
Citations

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

Fields of papers citing papers by H. Canan Sümer

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by H. Canan Sümer. 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 H. Canan Sümer. The network helps show where H. Canan Sümer may publish in the future.

Co-authorship network of co-authors of H. Canan Sümer

This figure shows the co-authorship network connecting the top 25 collaborators of H. Canan Sümer. A scholar is included among the top collaborators of H. Canan Sümer 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 H. Canan Sümer. H. Canan Sümer 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.
Sümer, H. Canan, et al.. (2024). Incivility, Mobbing, and Abusive Supervision: A Tripartite Scale Development Study. The Journal of Psychology. 158(6). 428–457. 4 indexed citations
2.
Sümer, H. Canan, et al.. (2020). An Experimental Inquiry about the Additive Effects of Assigned and Primed Goals and Their Interaction with Performance Feedback. DergiPark (Istanbul University). 217–246. 1 indexed citations
3.
Açıkgöz, Yalçın & H. Canan Sümer. (2018). Predicting applicant withdrawal: An expectancy theory perspective. Military Psychology. 30(2). 152–161. 1 indexed citations
4.
Acar, Feride & H. Canan Sümer. (2018). Another Test of Gender Differences in Assignments to Precarious Leadership Positions: Examining the Moderating Role of Ambivalent Sexism. Applied Psychology. 67(3). 498–522. 23 indexed citations
5.
Açıkgöz, Yalçın, H. Canan Sümer, & Nebi Sümer. (2016). Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship. The Journal of Psychology. 150(5). 666–683. 33 indexed citations
6.
Sümer, H. Canan, et al.. (2012). Relations of Work Events, Core Self and External Evaluations, and Affective State with Employee Attitude and Behavior. 3 indexed citations
7.
Evers, Arne, José Muñiz, Dave Bartram, et al.. (2011). Testing Practices in the 21st Century. European Psychologist. 17(4). 300–319. 75 indexed citations
8.
Sümer, H. Canan, et al.. (2010). Individual Differences as Predictors of Illicit Drug Use Among Turkish College Students. The Journal of Psychology. 144(6). 489–505. 27 indexed citations
9.
Bilgiç, Reyhan & H. Canan Sümer. (2009). Predicting Military Performance from Specific Personality Measures: A validity study. International Journal of Selection and Assessment. 17(2). 231–238. 12 indexed citations
10.
Sümer, H. Canan, et al.. (2008). A proposed model of safety climate: Contributing factors and consequences. OpenMETU (Middle East Technical University). 2 indexed citations
11.
Sümer, H. Canan & Reyhan Bilgiç. (2006). Use of nontraditional rating sources in performance appraisals. OpenMETU (Middle East Technical University). 1 indexed citations
12.
Sümer, H. Canan. (2006). Women in Management: Still Waiting to be Full Members of the Club. Sex Roles. 55(1-2). 63–72. 41 indexed citations
13.
Sümer, H. Canan, et al.. (2005). Personality Attributes as Predictors of Psychological Well-Being for NCOs. The Journal of Psychology. 139(6). 529–544. 13 indexed citations
14.
Sümer, H. Canan, et al.. (2004). Organizational Rationality in Public, Private and Multinational Firms in Turkey. 4(2). 107–118. 2 indexed citations
15.
Fullagar, Clive, et al.. (2003). Managerial Sex-Role Stereotyping. International Journal of Cross Cultural Management. 3(1). 93–107. 41 indexed citations
16.
Sümer, H. Canan & Patrick A. Knight. (2001). How do people with different attachment styles balance work and family? A personality perspective on work–family linkage.. Journal of Applied Psychology. 86(4). 653–663. 162 indexed citations
17.
Sümer, H. Canan, et al.. (2001). Using a Personality-Oriented Job Analysis to Identify Attributes to Be Assessed in Officer Selection. Military Psychology. 13(3). 129–146. 29 indexed citations
18.
Sümer, H. Canan, Nebi Sümer, Nesrin Hisli Şahin, & Kürşad Demirutku. (2000). Development of a Personality Test Battery to be Used in Officer Selection in the Turkish Armed Forces. Defense Technical Information Center (DTIC). 1 indexed citations
19.
Sümer, H. Canan, et al.. (2000). Measurement of officer personality attributes: A construct validity study. OpenMETU (Middle East Technical University). 8 indexed citations
20.
Sümer, H. Canan & Patrick A. Knight. (1996). Assimilation and contrast effects in performance ratings: Effects of rating the previous performance on rating subsequent performance.. Journal of Applied Psychology. 81(4). 436–442. 43 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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