Karen Holcombe Ehrhart

5.0k total citations · 3 hit papers
26 papers, 3.2k citations indexed

About

Karen Holcombe Ehrhart is a scholar working on Organizational Behavior and Human Resource Management, Gender Studies and Sociology and Political Science. According to data from OpenAlex, Karen Holcombe Ehrhart has authored 26 papers receiving a total of 3.2k indexed citations (citations by other indexed papers that have themselves been cited), including 17 papers in Organizational Behavior and Human Resource Management, 10 papers in Gender Studies and 9 papers in Sociology and Political Science. Recurrent topics in Karen Holcombe Ehrhart's work include Job Satisfaction and Organizational Behavior (12 papers), Gender Diversity and Inequality (10 papers) and Employer Branding and e-HRM (7 papers). Karen Holcombe Ehrhart is often cited by papers focused on Job Satisfaction and Organizational Behavior (12 papers), Gender Diversity and Inequality (10 papers) and Employer Branding and e-HRM (7 papers). Karen Holcombe Ehrhart collaborates with scholars based in United States, Germany and Belgium. Karen Holcombe Ehrhart's co-authors include Amy E. Randel, Michelle A. Dean, Lynn M. Shore, Beth G. Chung, Gangaram Singh, Jonathan C. Ziegert, Uma Kedharnath, Beth G. Chung‐Herrera, Benjamin M. Galvin and Mark G. Ehrhart and has published in prestigious journals such as Journal of Applied Psychology, Journal of Management and Personality and Individual Differences.

In The Last Decade

Karen Holcombe Ehrhart

26 papers receiving 3.0k citations

Hit Papers

align trajectories

What are hit papers?

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.

Inclusion and Diversity in Work Groups: A Review and Model for Future Research

2010 1.1k citations Lynn M. Shore, Amy E. Randel et al. Journal of Management profile →
Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness

2017 494 citations Amy E. Randel, Lynn M. Shore et al. Human Resource Management Review profile →
Diversity in organizations: Where are we now and where are we going?

2008 386 citations Lynn M. Shore, Beth G. Chung‐Herrera et al. Human Resource Management Review profile →

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Karen Holcombe Ehrhart United States	16	1.6k	1.2k	963	551	324	26	3.2k
Beth G. Chung United States	15	1.5k 0.9×	942 0.8×	828 0.9×	437 0.8×	238 0.7×	28	2.6k
Laura Morgan Roberts United States	18	1.4k 0.8×	705 0.6×	902 0.9×	626 1.1×	238 0.7×	46	2.6k
Marloes van Engen Netherlands	26	1.8k 1.1×	2.1k 1.7×	1.2k 1.2×	753 1.4×	519 1.6×	71	4.1k
Quinetta M. Roberson United States	22	1.7k 1.0×	1.2k 1.0×	999 1.0×	470 0.9×	421 1.3×	47	3.1k
Michelle A. Dean United States	14	1.6k 1.0×	1.2k 0.9×	880 0.9×	407 0.7×	424 1.3×	22	3.1k
Patrick F. McKay United States	27	1.9k 1.2×	1.7k 1.4×	1.4k 1.5×	486 0.9×	258 0.8×	51	3.5k
Juan M. Madera United States	34	1.4k 0.9×	1.1k 0.9×	1.5k 1.5×	622 1.1×	257 0.8×	116	3.6k
Amy E. Randel United States	21	2.0k 1.2×	1.5k 1.2×	1.4k 1.5×	971 1.8×	504 1.6×	39	4.3k
Marian N. Ruderman United States	20	1.9k 1.2×	794 0.6×	1.3k 1.3×	1.0k 1.9×	263 0.8×	39	3.4k
Christine M. Riordan United States	21	1.8k 1.1×	692 0.6×	948 1.0×	941 1.7×	517 1.6×	30	3.3k

Countries citing papers authored by Karen Holcombe Ehrhart

Since Specialization

Citations

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

Fields of papers citing papers by Karen Holcombe Ehrhart

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Karen Holcombe Ehrhart. 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 Karen Holcombe Ehrhart. The network helps show where Karen Holcombe Ehrhart may publish in the future.

Co-authorship network of co-authors of Karen Holcombe Ehrhart

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

All Works

Sort: Min cites: Since: Top N: Style:

20 of 20 papers shown

Shore, Lynn M., James H. Dulebohn, Chenwei Liao, & Karen Holcombe Ehrhart. (2025). Impact of Recruiter Employee–Organization Relationship on Job Seeker Application Behaviour. British Journal of Industrial Relations. 1 indexed citations

Ehrhart, Karen Holcombe & Beth G. Chung. (2023). The moderating effects of relative racio-ethnicity on the inclusion to health to turnover intentions relationship. Personnel Review. 53(5). 1289–1310. 1 indexed citations

Chung, Beth G., Karen Holcombe Ehrhart, Lynn M. Shore, et al.. (2019). Work Group Inclusion: Test of a Scale and Model. Group & Organization Management. 45(1). 75–102. 133 indexed citations

Subramony, Mahesh, Karen Holcombe Ehrhart, Markus Groth, et al.. (2017). Accelerating employee-related scholarship in service management. Journal of service management. 28(5). 837–865. 32 indexed citations

Randel, Amy E., Michelle A. Dean, Karen Holcombe Ehrhart, Beth G. Chung, & Lynn M. Shore. (2016). Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology. 31(1). 216–234. 102 indexed citations

Ehrhart, Karen Holcombe, et al.. (2012). Implicit leadership theories in Japan and the US. Asia Pacific Journal of Human Resources. 50(3). 367–387. 6 indexed citations

Ehrhart, Karen Holcombe, David M. Mayer, & Jonathan C. Ziegert. (2011). Web-based recruitment in the Millennial generation: Work–life balance, website usability, and organizational attraction. European Journal of Work and Organizational Psychology. 21(6). 850–874. 41 indexed citations

Ehrhart, Karen Holcombe, L. A. Witt, Benjamin Schneider, & Sara Jansen Perry. (2011). RESEARCH REPORT Service Employees Give as They Get: Internal Service as a Moderator of the Service Climate-Service Outcomes Link. 1 indexed citations

Ehrhart, Karen Holcombe, L. A. Witt, Benjamin Schneider, & Sara Jansen Perry. (2010). Service employees give as they get: Internal service as a moderator of the service climate–service outcomes link.. Journal of Applied Psychology. 96(2). 423–431. 80 indexed citations

10.

Shore, Lynn M., Amy E. Randel, Beth G. Chung, et al.. (2010). Inclusion and Diversity in Work Groups: A Review and Model for Future Research. Journal of Management. 37(4). 1262–1289. 1120 indexed citations breakdown →

11.

Chung, Beth G., et al.. (2009). Stereotype Threat, State Anxiety, and Specific Self-Efficacy as Predictors of Promotion Exam Performance. Group & Organization Management. 35(1). 77–107. 38 indexed citations

12.

Shore, Lynn M., Beth G. Chung‐Herrera, Michelle A. Dean, et al.. (2008). Diversity in organizations: Where are we now and where are we going?. Human Resource Management Review. 19(2). 117–133. 386 indexed citations breakdown →

13.

Ehrhart, Karen Holcombe, Scott C. Roesch, Mark G. Ehrhart, & Britta Kilian. (2008). A Test of the Factor Structure Equivalence of the 50-Item IPIP Five-Factor Model Measure Across Gender and Ethnic Groups. Journal of Personality Assessment. 90(5). 507–516. 55 indexed citations

14.

Ehrhart, Karen Holcombe & Beth G. Chung‐Herrera. (2008). HRM at Your Service:. Organizational Dynamics. 37(1). 75–85. 5 indexed citations

15.

Chung‐Herrera, Beth G., et al.. (2008). Can Test Preparation Help to Reduce the Black—White Test Performance Gap?. Journal of Management. 35(5). 1207–1227. 10 indexed citations

16.

Ehrhart, Karen Holcombe & Jonathan C. Ziegert. (2005). Why Are Individuals Attracted to Organizations?. Journal of Management. 31(6). 901–919. 265 indexed citations

17.

Ployhart, Robert E., Karen Holcombe Ehrhart, & Steven C. Hayes. (2005). Using Attributions to Understand the Effects of Explanations on Applicant Reactions: Are Reactions Consistent With the Covariation Principle?1. Journal of Applied Social Psychology. 35(2). 259–296. 14 indexed citations

18.

Chung‐Herrera, Beth G., et al.. (2005). A NEW VISION OF STEREOTYPE THREAT: TESTING ITS EFFECTS IN A FIELD SETTING.. Academy of Management Proceedings. 2005(1). I1–I6. 3 indexed citations

19.

Ziegert, Jonathan C. & Karen Holcombe Ehrhart. (2004). A THEORETICAL FRAMEWORK AND GUIDE FOR FUTURE RESEARCH ON APPLICANT ATTRACTION.. Academy of Management Proceedings. 2004(1). C1–C6. 8 indexed citations

20.

Schneider, Benjamin, Karen Holcombe Ehrhart, & Mark G. Ehrhart. (2002). Understanding high school student leaders. The Leadership Quarterly. 13(3). 275–299. 30 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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