Julia Brandl

911 total citations
44 papers, 552 citations indexed

About

Julia Brandl is a scholar working on Organizational Behavior and Human Resource Management, Sociology and Political Science and Gender Studies. According to data from OpenAlex, Julia Brandl has authored 44 papers receiving a total of 552 indexed citations (citations by other indexed papers that have themselves been cited), including 25 papers in Organizational Behavior and Human Resource Management, 13 papers in Sociology and Political Science and 11 papers in Gender Studies. Recurrent topics in Julia Brandl's work include Management and Organizational Studies (19 papers), Gender Diversity and Inequality (11 papers) and Labor Movements and Unions (7 papers). Julia Brandl is often cited by papers focused on Management and Organizational Studies (19 papers), Gender Diversity and Inequality (11 papers) and Labor Movements and Unions (7 papers). Julia Brandl collaborates with scholars based in Austria, Germany and Switzerland. Julia Brandl's co-authors include Anne Keegan, Ina Aust, Astrid Reichel, Wolfgang Mayrhofer, Dionne Pohler, Anne‐Katrin Neyer, Wolfgang H. Güttel, Henning Madsen, Tim Edwards and Thibault Daudigeos and has published in prestigious journals such as Organization Studies, The International Journal of Human Resource Management and Human Resource Management.

In The Last Decade

Julia Brandl

43 papers receiving 503 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Julia Brandl Austria 14 315 145 141 85 65 44 552
Henrik Holt Larsen Denmark 14 427 1.4× 128 0.9× 173 1.2× 77 0.9× 73 1.1× 45 749
Maria Carmen Galang Canada 12 514 1.6× 201 1.4× 181 1.3× 91 1.1× 98 1.5× 13 752
Carley Foster United Kingdom 13 433 1.4× 185 1.3× 197 1.4× 127 1.5× 47 0.7× 41 765
Irene Nikandrou Greece 13 393 1.2× 107 0.7× 163 1.2× 45 0.5× 104 1.6× 26 642
Noreen Heraty Ireland 17 385 1.2× 122 0.8× 186 1.3× 51 0.6× 85 1.3× 34 756
Hilla Peretz Israel 9 263 0.8× 135 0.9× 100 0.7× 69 0.8× 84 1.3× 22 532
Ignace Ng Canada 13 234 0.7× 144 1.0× 146 1.0× 56 0.7× 82 1.3× 29 661
Sinikka Vanhala Finland 13 278 0.9× 90 0.6× 165 1.2× 84 1.0× 58 0.9× 38 603
Leda Panayotopoulou Greece 11 320 1.0× 101 0.7× 137 1.0× 45 0.5× 60 0.9× 14 532
Gillian A. Maxwell United Kingdom 15 411 1.3× 199 1.4× 63 0.4× 161 1.9× 79 1.2× 25 743

Countries citing papers authored by Julia Brandl

Since Specialization
Citations

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

Fields of papers citing papers by Julia Brandl

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Julia Brandl

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

All Works

20 of 20 papers shown
1.
Brandl, Julia, et al.. (2025). A new look at pay disclosure: Employee initiatives, multiple perspectives, and voids in legal rules. German Journal of Human Resource Management Zeitschrift für Personalforschung. 39(3). 179–197. 1 indexed citations
2.
Grund, Christian, et al.. (2025). Practice forum on pay disclosure. German Journal of Human Resource Management Zeitschrift für Personalforschung. 39(3). 224–247. 1 indexed citations
3.
Brandl, Julia, et al.. (2024). Does pay disclosure in job offers remove gender differences in pay estimations? Evidence from an experiment with students and job seekers in the context of Austria. German Journal of Human Resource Management Zeitschrift für Personalforschung. 39(3). 279–306. 3 indexed citations
4.
Brandl, Julia, et al.. (2022). Digital unterstützte rheumatologische Screeningsprechstunde. Zeitschrift für Rheumatologie. 81(8). 699–704. 2 indexed citations
5.
Pradies, Camille, Ina Aust, Rebecca Bednarek, et al.. (2021). The Lived Experience of Paradox: How Individuals Navigate Tensions during the Pandemic Crisis. Journal of Management Inquiry. 30(2). 154–167. 56 indexed citations
6.
Brandl, Julia, et al.. (2020). Resourcing Under Tensions: How frontline employees create resources to balance paradoxical tensions. Organization Studies. 42(8). 1291–1317. 30 indexed citations
7.
Reichel, Astrid, et al.. (2019). The HR lady is on board: Untangling the link between HRM's feminine image and HRM's board representation. Human Resource Management Journal. 30(4). 586–603. 10 indexed citations
8.
Brandl, Julia, et al.. (2019). Flexible Work Practices: Analysis from a Pragmatist Perspective. Historical social research. 12 indexed citations
9.
Brandl, Julia, et al.. (2018). How complex domination enables selection: Academic hiring conventions in a Pakistani university. European Journal of Cultural and Political Sociology. 5(1-2). 140–164. 2 indexed citations
10.
Aust, Ina, et al.. (2017). Tensions in Managing Human Resources. Oxford University Press eBooks. 3 indexed citations
11.
Brandl, Julia, et al.. (2016). Discourse of HRM Research in Pakistan: A Paradigm Approach. Academy of Management Proceedings. 2016(1). 13540–13540. 1 indexed citations
12.
Aust, Ina, Julia Brandl, & Anne Keegan. (2015). State-of-the-Art and Future Directions for HRM from a Paradox Perspective: Introduction to the Special Issue. German Journal of Human Resource Management Zeitschrift für Personalforschung. 29(3-4). 194–213. 40 indexed citations
13.
Aust, Ina, Julia Brandl, & Anne Keegan. (2015). State-of-the-art and future directions for HRM from a paradox perspective. Research Repository UCD (University College Dublin). 29. 194–213. 4 indexed citations
14.
Reichel, Astrid, Julia Brandl, & Wolfgang Mayrhofer. (2009). Departmental status in light of a growing proportion of female staff: the case of human resource management. European J of International Management. 3(4). 457–477. 5 indexed citations
15.
Brandl, Julia, Wolfgang Mayrhofer, & Astrid Reichel. (2008). The influence of social policy practices and gender egalitarianism on strategic integration of female HR directors. The International Journal of Human Resource Management. 19(11). 2113–2131. 11 indexed citations
16.
Brandl, Julia, Wolfgang Mayrhofer, & Astrid Reichel. (2008). Equal, but different?. Gender in Management An International Journal. 23(1). 67–80. 12 indexed citations
17.
Brandl, Julia & Wolfgang H. Güttel. (2007). Organizational Antecedents of Pay-for-Performance Systems in Nonprofit Organizations. VOLUNTAS International Journal of Voluntary and Nonprofit Organizations. 18(2). 176–199. 18 indexed citations
18.
Brandl, Julia, et al.. (2007). Performance Management in Nonprofit-Organisationen – Eine Replik zum Praktiker-Kommentar von Ulrich Drost. German Journal of Human Resource Management Zeitschrift für Personalforschung. 21(2). 182–184. 1 indexed citations
19.
Brandl, Julia, et al.. (2006). Probleme eines Feldzugangs zu Eliten. Österreichische Zeitschrift für Soziologie. 31(1). 44–65. 6 indexed citations
20.
Brandl, Julia. (2005). Die Legitimität von Personalabteilungen. Eine Rekonstruktion aus Sicht der Unternehmensleitung. German Journal of Human Resource Management Zeitschrift für Personalforschung. 19(4). 417–419. 3 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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