Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies
if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the
same subfield and year (this is the minimum needed to enter the top 1%, not the average
within it), or reaches the top citation threshold in at least one of its specific research
topics.
Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research
This map shows the geographic impact of In‐Sue Oh'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 In‐Sue Oh with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites In‐Sue Oh more than expected).
This network shows the impact of papers produced by In‐Sue Oh. 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 In‐Sue Oh. The network helps show where In‐Sue Oh may publish in the future.
Co-authorship network of co-authors of In‐Sue Oh
This figure shows the co-authorship network connecting the top 25 collaborators of In‐Sue Oh.
A scholar is included among the top collaborators of In‐Sue Oh 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 In‐Sue Oh. In‐Sue Oh is excluded from
the visualization to improve readability, since they are connected to all nodes in the network.
Gonzalez‐Mulé, Erik, et al.. (2019). Managers Moving on up (Or Out): Linking Self-Other Agreement on Leadership Behaviors to Succession Planning and Voluntary Turnover. SSRN Electronic Journal.2 indexed citations
8.
Roth, Philip L., Huy Le, In‐Sue Oh, Chad H. Van Iddekinge, & Philip Bobko. (2017). Using Beta Coefficients to Impute Missing Correlation Coefficients in Meta-Analytic Research: Reasons for Caution. SSRN Electronic Journal.2 indexed citations
9.
Frieder, Rachel E., Gang Wang, & In‐Sue Oh. (2017). Linking Job-Relevant Personality Traits, Transformational Leadership, and Job Performance via Perceived Meaningfulness at Work: A Moderated Mediation Model. SSRN Electronic Journal.3 indexed citations
Guay, Russell P., Daejeong Choi, In‐Sue Oh, et al.. (2015). Why People Harm the Organization and Its Members: Relationships Among Personality, Organizational Commitment, and Workplace Deviance. SSRN Electronic Journal.10 indexed citations
12.
Giluk, Tamara, et al.. (2014). The Research-Practice Gap in HR: A Cross-Cultural Study. Human Resource Management.1 indexed citations
Oh, In‐Sue, et al.. (2013). The Incremental Validity of Honesty-Humility over Cognitive Ability and the Big Five Personality Traits. SSRN Electronic Journal.1 indexed citations
15.
Oh, In‐Sue, Kibeom Lee, Michael C. Ashton, & Reinout E. de Vries. (2011). Are Dishonest Extraverts More Harmful than Dishonest Introverts? The Interaction Effects of Honesty-Humility and Extraversion in Predicting Workplace Deviance. SSRN Electronic Journal.1 indexed citations
16.
Le, Huy, et al.. (2010). Too Much of a Good Thing: Curvilinear Relationships between Personality Traits and Job Performance. SSRN Electronic Journal.3 indexed citations
Robbins, Steve, In‐Sue Oh, Huy Le, & Christopher Button. (2009). Intervention Effects on College Performance and Retention as Mediated by Motivational, Emotional, and Social Control Factors: Integrated Meta-Analytic Path Analyses. Journal of International Crisis and Risk Communication Research.3 indexed citations
Allen, Jeff, Steve Robbins, Alex Casillas, & In‐Sue Oh. (2007). Third-Year College Retention and Transfer: Effects of Academic Performance, Motivation, and Social Connectedness. SSRN Electronic Journal.2 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.