He Ding

738 total citations
49 papers, 556 citations indexed

About

He Ding is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Demography. According to data from OpenAlex, He Ding has authored 49 papers receiving a total of 556 indexed citations (citations by other indexed papers that have themselves been cited), including 43 papers in Organizational Behavior and Human Resource Management, 36 papers in Social Psychology and 15 papers in Demography. Recurrent topics in He Ding's work include Job Satisfaction and Organizational Behavior (43 papers), Psychological Well-being and Life Satisfaction (25 papers) and Workplace Spirituality and Leadership (14 papers). He Ding is often cited by papers focused on Job Satisfaction and Organizational Behavior (43 papers), Psychological Well-being and Life Satisfaction (25 papers) and Workplace Spirituality and Leadership (14 papers). He Ding collaborates with scholars based in China, Netherlands and France. He Ding's co-authors include Enhai Yu, Yanbin Li, Weilin Su, Enhai Yu, Jun Liu, Jun Liu, Jun Liu, ZIQING zhou, Feng Liu and Charles Martin‐Krumm and has published in prestigious journals such as SHILAP Revista de lepidopterología, Personality and Individual Differences and Frontiers in Psychology.

In The Last Decade

He Ding

45 papers receiving 532 citations

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
He Ding China	14	388	271	124	123	70	49	556
Andrew Marty Australia	8	306 0.8×	158 0.6×	64 0.5×	132 1.1×	112 1.6×	11	523
Ashley Elizabeth Hardin United States	6	226 0.6×	154 0.6×	77 0.6×	114 0.9×	118 1.7×	10	450
Danni Wang China	8	292 0.8×	197 0.7×	78 0.6×	68 0.6×	86 1.2×	12	494
Zhenglong Peng China	10	424 1.1×	306 1.1×	107 0.9×	93 0.8×	200 2.9×	13	662
Zhengxue Luo China	12	328 0.8×	198 0.7×	60 0.5×	75 0.6×	92 1.3×	19	514
Dong Ju China	10	454 1.2×	263 1.0×	100 0.8×	80 0.7×	255 3.6×	14	684
Zhuolin She China	12	258 0.7×	138 0.5×	124 1.0×	54 0.4×	68 1.0×	22	443
Omale A. Garba United States	7	407 1.0×	197 0.7×	129 1.0×	89 0.7×	151 2.2×	8	585
Jianghua Mao China	10	349 0.9×	191 0.7×	142 1.1×	68 0.6×	163 2.3×	18	506
Saul Fine Israel	13	345 0.9×	164 0.6×	55 0.4×	84 0.7×	160 2.3×	27	541

Countries citing papers authored by He Ding

Since Specialization

Citations

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

Fields of papers citing papers by He Ding

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of He Ding

This figure shows the co-authorship network connecting the top 25 collaborators of He Ding. A scholar is included among the top collaborators of He Ding 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 He Ding. He Ding 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

Li-ming, Zhao, He Ding, Onne Janssen, & Jun Liu. (2025). From Strengths Mindset to Knowledge Sharing: Roles of Self-Efficacy and Strengths-based Human Resource System. Journal of Business and Psychology. 40(5). 1231–1249.

Ding, He, et al.. (2024). Core self-evaluation and work engagement: employee strengths use as a mediator and role overload as a moderator. Current Psychology. 43(19). 17614–17624. 3 indexed citations

Ding, He, et al.. (2024). How and why strengths-based leadership relates to nurses’ turnover intention: the roles of job crafting and work fatigue. Leadership & Organization Development Journal. 45(4). 702–718. 3 indexed citations

Ding, He, et al.. (2024). The effect of strengths-based leadership on knowledge sharing behavior: the mediating role of leader-member exchange and the moderating of age. Current Psychology. 43(34). 27623–27634. 2 indexed citations

Su, Weilin, et al.. (2023). Job autonomy and employee strengths use: The roles of work engagement and job insecurity. Psihologija. 56(3). 283–303. 2 indexed citations

Liu, Feng, Jun Liu, & He Ding. (2023). Employee Strengths Mindset and Voice Behavior: The Roles of General Self-Efficacy and Leader–Member Exchange. Sustainability. 15(15). 11706–11706. 5 indexed citations

Liu, Feng, Jun Liu, & He Ding. (2023). Linking perceived supervisor support for strengths use to employee strengths use: the perspective of theory of planned behavior. Current Psychology. 43(8). 7014–7025. 1 indexed citations

Ding, He, et al.. (2023). Strengths-based Leadership and Employee Strengths Use: The Roles of Strengths Self-efficacy and Job Insecurity. Journal of Work and Organizational Psychology. 39(1). 47–54. 6 indexed citations

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

10.

Ding, He, et al.. (2023). How and when do strengths work? The effect of strengths-based leadership on follower career satisfaction. Personnel Review. 53(6). 1392–1407. 6 indexed citations

11.

Ding, He, et al.. (2022). Strengths-Based Leadership and Turnover Intention: The Roles of Felt Obligation for Constructive Change and Job Control. Frontiers in Psychology. 13. 786551–786551. 5 indexed citations

12.

Ding, He, et al.. (2022). Job Control and Employee Innovative Behavior: A Moderated Mediation Model. Frontiers in Psychology. 13. 720654–720654. 10 indexed citations

13.

Zhao, Teng, et al.. (2022). Core Self-Evaluations Increases Among Chinese Employees: A Cross-Temporal Meta-Analysis, 2010–2019. Frontiers in Psychology. 12. 770249–770249. 1 indexed citations

14.

Ding, He & Enhai Yu. (2021). Influence of followers’ strengths-based leadership on follower strengths use through intention to use strengths: the moderating role of work pressure. 36(2). 355–377. 1 indexed citations

15.

Ding, He, et al.. (2021). How and When Does Follower’s Strengths‐Based Leadership Relate to Follower Innovative Behavior: The Roles of Self‐Efficacy and Emotional Exhaustion. The Journal of Creative Behavior. 55(3). 591–603. 15 indexed citations

16.

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

17.

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

18.

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

19.

Ding, He, et al.. (2020). Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation. Personnel Review. 50(3). 1022–1037. 24 indexed citations

20.

Su, Weilin, et al.. (2019). The Influence of Supervisor Developmental Feedback on Employee Innovative Behavior: A Moderated Mediation Model. Frontiers in Psychology. 10. 1581–1581. 55 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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