Hsi-An Shih

578 total citations
9 papers, 435 citations indexed

About

Hsi-An Shih is a scholar working on Organizational Behavior and Human Resource Management, Communication and Strategy and Management. According to data from OpenAlex, Hsi-An Shih has authored 9 papers receiving a total of 435 indexed citations (citations by other indexed papers that have themselves been cited), including 6 papers in Organizational Behavior and Human Resource Management, 3 papers in Communication and 3 papers in Strategy and Management. Recurrent topics in Hsi-An Shih's work include Job Satisfaction and Organizational Behavior (6 papers), Knowledge Management and Sharing (2 papers) and Gender Diversity and Inequality (2 papers). Hsi-An Shih is often cited by papers focused on Job Satisfaction and Organizational Behavior (6 papers), Knowledge Management and Sharing (2 papers) and Gender Diversity and Inequality (2 papers). Hsi-An Shih collaborates with scholars based in Taiwan, Hong Kong and Indonesia. Hsi-An Shih's co-authors include Yun‐Hwa Chiang, Ely Susanto, Jason D. Shaw, Jing Zhu, Michelle K. Duffy and Kristin L. Scott and has published in prestigious journals such as Journal of Applied Psychology, Journal of Business Research and The International Journal of Human Resource Management.

In The Last Decade

Hsi-An Shih

9 papers receiving 412 citations

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Hsi-An Shih Taiwan	9	234	156	141	88	74	9	435
Melody J. Zhang Hong Kong	7	321 1.4×	174 1.1×	119 0.8×	70 0.8×	61 0.8×	14	491
Eric M. Stark United States	9	169 0.7×	202 1.3×	97 0.7×	69 0.8×	108 1.5×	11	411
Yahua Cai China	11	408 1.7×	173 1.1×	121 0.9×	91 1.0×	51 0.7×	23	578
Xiaoshuang Lin Australia	7	279 1.2×	147 0.9×	102 0.7×	61 0.7×	63 0.9×	14	417
Tai-Kuang Peng Taiwan	5	331 1.4×	136 0.9×	127 0.9×	71 0.8×	70 0.9×	6	446
Jee Young Seong South Korea	10	301 1.3×	157 1.0×	126 0.9×	57 0.6×	47 0.6×	23	457
Jo K. Oh United States	9	249 1.1×	181 1.2×	137 1.0×	51 0.6×	87 1.2×	11	426
Zhi-Xue Zhang China	8	154 0.7×	276 1.8×	145 1.0×	100 1.1×	139 1.9×	9	494
Shefali V. Patil United States	11	239 1.0×	138 0.9×	156 1.1×	75 0.9×	32 0.4×	19	479
Joyce Iun Hong Kong	4	287 1.2×	182 1.2×	95 0.7×	95 1.1×	40 0.5×	7	481

Countries citing papers authored by Hsi-An Shih

Since Specialization

Citations

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

Fields of papers citing papers by Hsi-An Shih

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Hsi-An Shih. 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 Hsi-An Shih. The network helps show where Hsi-An Shih may publish in the future.

Co-authorship network of co-authors of Hsi-An Shih

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

All Works

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9 of 9 papers shown

1.

Shih, Hsi-An, et al.. (2020). Perceived HPWP, presence of creative coworkers and employee innovative performance. Personnel Review. 50(9). 1820–1837. 10 indexed citations

2.

Chiang, Yun‐Hwa, et al.. (2017). Extroversion Personality, Domain Knowledge, and the Creativity of New Product Development Engineers. Creativity Research Journal. 29(4). 387–396. 21 indexed citations

3.

Shih, Hsi-An & Ely Susanto. (2016). Perceived identifiability, shared responsibility and innovative work behavior. The International Journal of Human Resource Management. 28(22). 3109–3127. 27 indexed citations

4.

Shih, Hsi-An, et al.. (2014). Team diversity and team helping behavior: The mediating roles of team cooperation and team cohesion. European Management Journal. 33(1). 48–59. 68 indexed citations

5.

Chiang, Yun‐Hwa, et al.. (2013). High commitment work system, transactive memory system, and new product performance. Journal of Business Research. 67(4). 631–640. 57 indexed citations

6.

Shih, Hsi-An, et al.. (2012). Transformational leadership, trusting climate, and knowledge-exchange behaviors in Taiwan. The International Journal of Human Resource Management. 23(6). 1057–1073. 46 indexed citations

7.

Shih, Hsi-An, et al.. (2012). High performance work system and HCN performance. Journal of Business Research. 66(4). 540–546. 24 indexed citations

8.

Chiang, Yun‐Hwa & Hsi-An Shih. (2011). Knowledge-oriented human resource configurations, the new product development learning process, and perceived new product performance. The International Journal of Human Resource Management. 22(15). 3202–3221. 21 indexed citations

9.

Shaw, Jason D., Jing Zhu, Michelle K. Duffy, et al.. (2010). A contingency model of conflict and team effectiveness.. Journal of Applied Psychology. 96(2). 391–400. 161 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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