Kan Ouyang

427 total citations
15 papers, 341 citations indexed

About

Kan Ouyang is a scholar working on Social Psychology, Sociology and Political Science and Organizational Behavior and Human Resource Management. According to data from OpenAlex, Kan Ouyang has authored 15 papers receiving a total of 341 indexed citations (citations by other indexed papers that have themselves been cited), including 7 papers in Social Psychology, 7 papers in Sociology and Political Science and 7 papers in Organizational Behavior and Human Resource Management. Recurrent topics in Kan Ouyang's work include Job Satisfaction and Organizational Behavior (7 papers), Social and Intergroup Psychology (4 papers) and Management and Organizational Studies (2 papers). Kan Ouyang is often cited by papers focused on Job Satisfaction and Organizational Behavior (7 papers), Social and Intergroup Psychology (4 papers) and Management and Organizational Studies (2 papers). Kan Ouyang collaborates with scholars based in China, Hong Kong and Australia. Kan Ouyang's co-authors include Wing Lam, Weidong Wang, Sharon K. Parker, Bonnie Hayden Cheng, Wu Liu, Erica Xu, Xu Huang, Shiyong Xu, Elaine Farndale and David Herst and has published in prestigious journals such as Journal of Applied Psychology, Journal of Organizational Behavior and Personnel Psychology.

In The Last Decade

Kan Ouyang

14 papers receiving 332 citations

Peers

Countries citing papers authored by Kan Ouyang

Since Specialization

Citations

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

Fields of papers citing papers by Kan Ouyang

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Kan Ouyang

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

All Works

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15 of 15 papers shown

#	Work	Indexed citations
1	Loving or loathing? A power‐dependency explanation for narcissists' social acceptance in the workplace 2022 ·Journal of Organizational Behavior ·Erica Xu, Xu Huang, Sandra L. Robinson, Kan Ouyang	2
2	Comparisons draw us close: The influence of leader‐member exchange dyadic comparison on coworker exchange 2021 ·Personnel Psychology ·(unknown), Catherine K. Lam, Kan Ouyang, Xu Huang, Herman H. M. Tse	18
3	Too proactive to switch off: When taking charge drains resources and impairs detachment. 2020 ·Journal of Occupational Health Psychology ·(unknown), Sharon K. Parker, Kan Ouyang	32
4	Enjoy your evening, be proactive tomorrow: How off-job experiences shape daily proactivity. 2019 ·Journal of Applied Psychology ·Kan Ouyang, Bonnie Hayden Cheng, Wing Lam, Sharon K. Parker	67
5	Tactics of speaking up: The roles of issue importance, perceived managerial openness, and managers' positive mood 2019 ·Human Resource Management ·Erica Xu, Xu Huang, Kan Ouyang, Wu Liu, (unknown)	32
6	Reaching the limits of reciprocity in favor exchange: The effects of generous, stingy, and matched favor giving on social status. 2018 ·Journal of Applied Psychology ·Kan Ouyang, Erica Xu, Xu Huang, Wu Liu, (unknown)	42
7	Ethical leadership and employee pro-social rule-breaking behavior in China 2018 ·Asian Business & Management ·(unknown), Shiyong Xu, Kan Ouyang, David Herst, Elaine Farndale	38
8	Too Proactive to Switch Off: When Taking Charge Creates Work-Life Conflict and Impairs Detachment 2017 ·Academy of Management Proceedings ·(unknown), Kan Ouyang	1
9	How Do I Stay Proactive? Examining Proactive Behavior from a Self-Regulatory Resource Perspective 2016 ·Academy of Management Proceedings ·Kan Ouyang, Wing Lam, Bonnie Hayden Cheng, Ziguang Chen, (unknown)	0
10	The Benefits and Costs of Employee Taking Charge: From a Resource Perspective 2016 ·Academy of Management Proceedings ·Kan Ouyang, Wing Lam, Ziguang Chen, Bonnie Hayden Cheng, (unknown)	3
11	Roles of gender and identification on abusive supervision and proactive behavior 2015 ·Asia Pacific Journal of Management ·Kan Ouyang, Wing Lam, Weidong Wang	90
12	Content and construct of counterproductive work behavior in a chinese context 2013 ·Social Behavior and Personality An International Journal ·Shiyong Xu, Qing Wang, Cong Liu, Yuhui Li, Kan Ouyang	5
13	Roles of Gender and Identification on Abusive Supervision and Proactive Behavior 2013 ·Academy of Management Proceedings ·Kan Ouyang, Wing Lam, Ziguang Chen	1
14	Display rule perceptions and job performance in a Chinese retail firm: The moderating role of employees’ affect at work 2013 ·Asia Pacific Journal of Management ·Catherine K. Lam, Frank Walter, Kan Ouyang	8
15	The Impact of Leader Justice and Information Justice on Organizational Retaliation Behavior:A Perspective of Referent Cognitions Theory 2012 ·Guanli xuebao ·Kan Ouyang	2

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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