Kai C. Bormann

812 total citations
28 papers, 559 citations indexed

About

Kai C. Bormann is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Demography. According to data from OpenAlex, Kai C. Bormann has authored 28 papers receiving a total of 559 indexed citations (citations by other indexed papers that have themselves been cited), including 23 papers in Organizational Behavior and Human Resource Management, 6 papers in Social Psychology and 5 papers in Demography. Recurrent topics in Kai C. Bormann's work include Job Satisfaction and Organizational Behavior (21 papers), Management and Organizational Studies (5 papers) and Workplace Spirituality and Leadership (5 papers). Kai C. Bormann is often cited by papers focused on Job Satisfaction and Organizational Behavior (21 papers), Management and Organizational Studies (5 papers) and Workplace Spirituality and Leadership (5 papers). Kai C. Bormann collaborates with scholars based in Germany, Netherlands and Canada. Kai C. Bormann's co-authors include Jens Rowold, Mathias Diebig, Christina Hoon, Ian R. Gellatly, Christopher Hansen and Andreas Wihler and has published in prestigious journals such as Journal of Management, Entrepreneurship Theory and Practice and The Leadership Quarterly.

In The Last Decade

Kai C. Bormann

27 papers receiving 535 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Kai C. Bormann Germany 15 373 196 110 75 72 28 559
Thomas K. Kelemen United States 10 285 0.8× 174 0.9× 141 1.3× 47 0.6× 71 1.0× 23 534
Patrick E. Downes United States 9 305 0.8× 206 1.1× 157 1.4× 55 0.7× 36 0.5× 16 619
Lisa Dragoni United States 8 391 1.0× 275 1.4× 97 0.9× 88 1.2× 47 0.7× 14 671
Yahua Cai China 11 408 1.1× 173 0.9× 121 1.1× 91 1.2× 83 1.2× 23 578
Flannery G. Stevens United States 3 272 0.7× 172 0.9× 172 1.6× 73 1.0× 58 0.8× 4 572
Aarti Ramaswami France 11 279 0.7× 200 1.0× 133 1.2× 69 0.9× 45 0.6× 20 544
Melody J. Zhang Hong Kong 7 321 0.9× 174 0.9× 119 1.1× 70 0.9× 60 0.8× 14 491
Zhongmin Wang Australia 12 240 0.6× 132 0.7× 120 1.1× 41 0.5× 75 1.0× 22 509
Hein Wendt Belgium 11 360 1.0× 174 0.9× 123 1.1× 104 1.4× 59 0.8× 13 597
Jong Gyu Park United States 9 380 1.0× 194 1.0× 128 1.2× 72 1.0× 86 1.2× 21 562

Countries citing papers authored by Kai C. Bormann

Since Specialization
Citations

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

Fields of papers citing papers by Kai C. Bormann

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Kai C. Bormann. 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 Kai C. Bormann. The network helps show where Kai C. Bormann may publish in the future.

Co-authorship network of co-authors of Kai C. Bormann

This figure shows the co-authorship network connecting the top 25 collaborators of Kai C. Bormann. A scholar is included among the top collaborators of Kai C. Bormann 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 Kai C. Bormann. Kai C. Bormann 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.
Bormann, Kai C., et al.. (2025). Unpacking the dynamics of illegitimate tasks: how variability and previous experiences ignite job crafting and meaningful work. Work & Stress. 39(4). 396–415. 1 indexed citations
2.
Bormann, Kai C.. (2024). A Self-Regulatory Model of Entrepreneurs’ Variability in Decision-Making and Taking Charge Behavior. Entrepreneurship Theory and Practice. 49(5). 1292–1328. 1 indexed citations
3.
Bormann, Kai C., et al.. (2022). Identity leadership in family businesses: The important role of nonfamily leaders. Journal of Family Business Strategy. 14(2). 100517–100517. 5 indexed citations
4.
Bormann, Kai C., et al.. (2021). On the destructiveness of laissez-faire versus abusive supervision: a comparative, multilevel investigation of destructive forms of leadership. European Journal of Work and Organizational Psychology. 31(3). 406–420. 25 indexed citations
5.
Wihler, Andreas, et al.. (2021). Justifying the Abuse: How Abusive Supervision Can Increase Supervisor-Directed Obligation. Academy of Management Proceedings. 2021(1). 13187–13187. 1 indexed citations
6.
Diebig, Mathias & Kai C. Bormann. (2020). The dynamic relationship between laissez-faire leadership and day-level stress: A role theory perspective. German Journal of Human Resource Management Zeitschrift für Personalforschung. 34(3). 324–344. 25 indexed citations
7.
Bormann, Kai C., et al.. (2020). A Trickle-down Model of Abusive Supervision and Firm Performance in Family and Non-Family Firms. Academy of Management Proceedings. 2020(1). 19835–19835. 2 indexed citations
8.
Bormann, Kai C., et al.. (2020). What Makes Nonfamily Employees Act as Good Stewards? Emotions and the Moderating Roles of Stewardship Culture and Gender Roles in Family Firms. Family Business Review. 34(3). 251–269. 32 indexed citations
9.
Bormann, Kai C. & Mathias Diebig. (2020). Following an Uneven Lead: Trickle-Down Effects of Differentiated Transformational Leadership. Journal of Management. 47(8). 2105–2134. 24 indexed citations
10.
Rowold, Jens, et al.. (2020). Innovationsförderndes Human Resource Management. 1 indexed citations
11.
Bormann, Kai C., et al.. (2019). Transformational leadership and communication. Leadership & Organization Development Journal. 41(1). 101–117. 26 indexed citations
12.
Hoon, Christina, et al.. (2019). The Impact of Organizational Scandals on Employee Voice Behaviors. Academy of Management Proceedings. 2019(1). 17206–17206. 2 indexed citations
13.
Bormann, Kai C., et al.. (2018). Doing bad through being selective in doing good: the role of within-unit variability in ethical leadership. European Journal of Work and Organizational Psychology. 27(6). 683–699. 7 indexed citations
14.
Bormann, Kai C. & Jens Rowold. (2018). Construct proliferation in leadership style research. Organizational Psychology Review. 8(2-3). 149–173. 39 indexed citations
15.
Bormann, Kai C.. (2017). Daily ethical leadership: Insights from a diary study. Academy of Management Proceedings. 2017(1). 16771–16771. 1 indexed citations
16.
Bormann, Kai C. & Jens Rowold. (2016). Transformational Leadership and Followers’ Objective Performance Over Time: Insights From German Basketball. Journal of Applied Sport Psychology. 28(3). 367–373. 14 indexed citations
17.
Rowold, Jens, et al.. (2016). Integrating leadership research: a meta-analytical test of Yukl’s meta-categories of leadership. Personnel Review. 45(6). 1340–1366. 36 indexed citations
18.
Bormann, Kai C., et al.. (2016). Athlete Characteristics and Team Competitive Performance as Moderators for the Relationship Between Coach Transformational Leadership and Athlete Performance. Journal of Sport and Exercise Psychology. 38(3). 268–281. 23 indexed citations
19.
Diebig, Mathias, Kai C. Bormann, & Jens Rowold. (2016). A double-edged sword: Relationship between full-range leadership behaviors and followers' hair cortisol level. The Leadership Quarterly. 27(4). 684–696. 69 indexed citations
20.
Bormann, Kai C.. (2013). Understanding ethical leadership: an integrative model of its antecedents, correlates, contingencies, and outcomes. Technische Universität Dortmund Eldorado (Technische Universität Dortmund). 5 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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2026