Ismael Diaz
- Organizational Behavior and Human Resource Management top 2%
- Sociology and Political Science top 5%
- Social Psychology top 5%
- Demography top 5%
- General Health Professions
- Co-authors
- Dan S. ChiaburuRyan D. ZimmermanWendy R. BoswellXingshan ZhengAns De VosNingyu TangP. Matthijs BalMingchuan Yu
- Topics
- Job Satisfaction and Organizational Behavior (12 papers)Gender Diversity and Inequality (3 papers)Work-Family Balance Challenges (3 papers)
- Journals
- Journal of Vocational BehaviorJournal of Occupational Health PsychologyJournal of Occupational and Organizational Psychology
- Partner nations
- United StatesChinaNetherlands
In The Last Decade
Ismael Diaz
14 papers receiving 569 citations
Peers
Comparison fields: 5 of 57
- Organizational Behavior and Human Resource Management 377
- Sociology and Political Science 294
- Social Psychology 199
- Demography 97
- General Health Professions 69
Countries citing papers authored by Ismael Diaz
This map shows the geographic impact of Ismael Diaz'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 Ismael Diaz with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Ismael Diaz more than expected).
Fields of papers citing papers by Ismael Diaz
This network shows the impact of papers produced by Ismael Diaz. 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 Ismael Diaz. The network helps show where Ismael Diaz may publish in the future.
Co-authorship network of co-authors of Ismael Diaz
This figure shows the co-authorship network connecting the top 25 collaborators of Ismael Diaz. A scholar is included among the top collaborators of Ismael Diaz 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 Ismael Diaz. Ismael Diaz is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 17 | |
| 2 | 53 | |
| 3 | 24 | |
| 4 | 5 | |
| 5 | 47 | |
| 6 | 16 | |
| 7 | 43 | |
| 8 | 37 | |
| 9 | 13 | |
| 10 | 60 | |
| 11 | 37 | |
| 12 | 17 | |
| 13 | 42 | |
| 14 | 201 |
About Ismael Diaz
Ismael Diaz is a scholar working on Organizational Behavior and Human Resource Management, Applied Psychology and Gender Studies, having authored 14 papers that have together received 612 indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (12 papers), Gender Diversity and Inequality (3 papers) and Work-Family Balance Challenges (3 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (377 citations), Social Psychology (199 citations) and Demography (97 citations). Ismael Diaz has collaborated with scholars based in United States, China and Netherlands. Frequent co-authors include Dan S. Chiaburu, Ryan D. Zimmerman, Wendy R. Boswell, Xingshan Zheng, Ans De Vos, Ningyu Tang, P. Matthijs Bal, Mingchuan Yu, Kathi N. Miner and Stephanie C. Payne. Their work appears in journals such as Journal of Vocational Behavior, Journal of Occupational Health Psychology and Journal of Occupational and Organizational Psychology.
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.