Hongdan Zhao
- Organizational Behavior and Human Resource Management top 0.5%
- Social Psychology top 2%
- Sociology and Political Science top 2%
- Communication top 1%
- Demography top 0.5%
- Topics
- Job Satisfaction and Organizational Behavior (33 papers)Knowledge Management and Sharing (13 papers)Ethics in Business and Education (9 papers)
In The Last Decade
Hongdan Zhao
53 papers receiving 2.3k citations
Hit Papers
Peers
Comparison fields: 5 of 84
- Organizational Behavior and Human Resource Management 1.4k
- Social Psychology 699
- Sociology and Political Science 600
- Communication 578
- Demography 460
Countries citing papers authored by Hongdan Zhao
This map shows the geographic impact of Hongdan Zhao'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 Hongdan Zhao with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Hongdan Zhao more than expected).
Fields of papers citing papers by Hongdan Zhao
This network shows the impact of papers produced by Hongdan Zhao. 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 Hongdan Zhao. The network helps show where Hongdan Zhao may publish in the future.
Co-authorship network of co-authors of Hongdan Zhao
This figure shows the co-authorship network connecting the top 25 collaborators of Hongdan Zhao. A scholar is included among the top collaborators of Hongdan Zhao 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 Hongdan Zhao. Hongdan Zhao is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 1 | |
| 2 | 2 | |
| 3 | 12 | |
| 4 | 11 | |
| 5 | 1 | |
| 6 | 1 | |
| 7 | 22 | |
| 8 | 12 | |
| 9 | 21 | |
| 10 | 3 | |
| 11 | 62 | |
| 12 | 3 | |
| 13 | 126 | |
| 14 | 5 | |
| 15 | 64 | |
| 16 | 1 | |
| 17 | 206 | |
| 18 | Research of effect to team innovation performance from team Chaxu climate based on knowledge transfer perspective | 1 |
| 19 | Study on the Relationship of Knowledge Worker's Leader-Member Exchange and Their Counterproductive Work Behavior:the Moderator Role of Chinese Traditionality | 2 |
| 20 | 3 |
About Hongdan Zhao
Hongdan Zhao is a scholar working on Organizational Behavior and Human Resource Management, Communication and Information Systems and Management, having authored 56 papers that have together received 2.4k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (33 papers), Knowledge Management and Sharing (13 papers) and Ethics in Business and Education (9 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (1.4k citations), Communication (578 citations) and Information Systems and Management (321 citations). Hongdan Zhao has collaborated with scholars based in China, France and India. Frequent co-authors include Zhenglong Peng, Qiongyao Zhou, Peixu He, Geoff Sheard, Qing Xia, Limin Guo, Weiwei Liu, Xiaoyu Yu, Jie Li and Weiwei Liu. Their work appears in journals such as Journal of Business Research, Journal of Business Ethics and Journal of Organizational Behavior.
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.