Kathryn M. Bartol

13.5k total citations · 4 hit papers
92 papers, 9.6k citations indexed

About

Kathryn M. Bartol is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Gender Studies. According to data from OpenAlex, Kathryn M. Bartol has authored 92 papers receiving a total of 9.6k indexed citations (citations by other indexed papers that have themselves been cited), including 35 papers in Organizational Behavior and Human Resource Management, 23 papers in Social Psychology and 23 papers in Gender Studies. Recurrent topics in Kathryn M. Bartol's work include Job Satisfaction and Organizational Behavior (29 papers), Gender Diversity and Inequality (19 papers) and Knowledge Management and Sharing (13 papers). Kathryn M. Bartol is often cited by papers focused on Job Satisfaction and Organizational Behavior (29 papers), Gender Diversity and Inequality (19 papers) and Knowledge Management and Sharing (13 papers). Kathryn M. Bartol collaborates with scholars based in United States, China and Australia. Kathryn M. Bartol's co-authors include Xiaomeng Zhang, Abhishek Srivastava, Edwin A. Locke, David C. Martin, Yuntao Dong, Paul E. Tesluk, D. Anthony Butterfield, Zhixue Zhang, Chenwei Li and Narda R. Quigley and has published in prestigious journals such as Journal of Personality and Social Psychology, Academy of Management Review and Academy of Management Journal.

In The Last Decade

Kathryn M. Bartol

92 papers receiving 8.6k 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.

Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement

2010 2.2k citations Xiaomeng Zhang, Kathryn M. Bartol Academy of Management Journal profile →
Empowering Leadership in Management Teams: Effects on Knowledge Sharing, Efficacy, And Performance

2006 1.3k citations Kathryn M. Bartol et al. Academy of Management Journal profile →
Encouraging Knowledge Sharing: The Role of Organizational Reward Systems

2002 1.1k citations Kathryn M. Bartol et al. Journal of Leadership & Organizational Studies profile →
Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual‐focused transformational leadership

2016 439 citations Kathryn M. Bartol et al. profile →

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Kathryn M. Bartol United States	42	4.7k	2.7k	2.1k	1.9k	1.8k	92	9.6k
Jiing‐Lih Farh Hong Kong	41	7.2k 1.5×	1.4k 0.5×	3.6k 1.7×	1.9k 1.0×	2.7k 1.5×	105	11.1k
Benson Rosen United States	46	4.1k 0.9×	1.8k 0.7×	3.2k 1.5×	1.4k 0.8×	2.3k 1.3×	102	9.8k
Miriam Erez Israel	46	5.8k 1.2×	2.3k 0.8×	4.4k 2.1×	2.4k 1.3×	2.8k 1.5×	97	12.7k
Abraham Carmeli Israel	60	7.1k 1.5×	1.4k 0.5×	3.4k 1.6×	4.1k 2.1×	2.1k 1.2×	148	13.6k
David F. Caldwell United States	29	5.0k 1.1×	1.5k 0.5×	2.9k 1.4×	3.0k 1.6×	2.3k 1.3×	61	10.9k
Rabindra N. Kanungo Canada	39	7.9k 1.7×	1.1k 0.4×	3.6k 1.7×	2.3k 1.2×	2.7k 1.5×	106	13.2k
P. Christopher Earley United States	54	6.1k 1.3×	4.6k 1.7×	6.3k 3.0×	2.4k 1.2×	4.0k 2.2×	113	15.3k
Maria L. Kraimer United States	41	6.8k 1.5×	2.6k 1.0×	3.3k 1.5×	1.6k 0.8×	3.2k 1.7×	70	12.3k
Arndt Sorge Netherlands	20	4.2k 0.9×	2.4k 0.9×	3.8k 1.8×	3.4k 1.8×	4.2k 2.3×	76	14.3k
Onne Janssen Netherlands	36	5.6k 1.2×	952 0.4×	2.6k 1.2×	1.6k 0.8×	2.0k 1.1×	75	8.7k

Countries citing papers authored by Kathryn M. Bartol

Since Specialization

Citations

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

Fields of papers citing papers by Kathryn M. Bartol

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Kathryn M. Bartol. 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 Kathryn M. Bartol. The network helps show where Kathryn M. Bartol may publish in the future.

Co-authorship network of co-authors of Kathryn M. Bartol

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

All Works

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20 of 20 papers shown

Venkataramani, Vijaya, et al.. (2024). Seeing value in novelty: Manager and employee social networks as keys in managers’ idea evaluation and implementation decisions.. Journal of Applied Psychology. 110(3). 358–380. 1 indexed citations

Venkataramani, Vijaya, et al.. (2021). Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions.. Journal of Applied Psychology. 107(3). 458–480. 8 indexed citations

Lorinkova, Natalia & Kathryn M. Bartol. (2020). Shared leadership development and team performance: A new look at the dynamics of shared leadership. Personnel Psychology. 74(1). 77–107. 41 indexed citations

Han, Joo Hun, Kathryn M. Bartol, & Seongsu Kim. (2014). Tightening up the performance–pay linkage: Roles of contingent reward leadership and profit-sharing in the cross-level influence of individual pay-for-performance.. Journal of Applied Psychology. 100(2). 417–430. 42 indexed citations

Zhang, Xiaomeng & Kathryn M. Bartol. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment.. Journal of Applied Psychology. 95(5). 862–873. 218 indexed citations

Zhang, Xiaomeng & Kathryn M. Bartol. (2010). Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement. Academy of Management Journal. 53(1). 107–128. 2168 indexed citations breakdown →

Burnett, Meredith F., Ian O. Williamson, & Kathryn M. Bartol. (2009). The Moderating Effect of Personality on Employees’ Reactions to Procedural Fairness and Outcome Favorability. Journal of Business and Psychology. 24(4). 469–484. 25 indexed citations

Bartol, Kathryn M., et al.. (2007). Management: A Pacific Rim Focus, 5th edition. USC Research Bank (University of the Sunshine Coast). 4 indexed citations

Lepak, David P., Kathryn M. Bartol, & Scott Gardner. (2004). Understanding the strategic motivations for outsourcing HR activities. 29–38. 2 indexed citations

10.

Bartol, Kathryn M., et al.. (2003). Leadership and the Glass Ceiling: Gender and Ethnic Group Influences on Leader Behaviors at Middle and Executive Managerial Levels. Journal of Leadership & Organizational Studies. 9(3). 8–19. 49 indexed citations

11.

Bartol, Kathryn M., Cathy C. Durham, & June M. L. Poon. (2001). Influence of performance evaluation rating segmentation on motivation and fairness perceptions.. Journal of Applied Psychology. 86(6). 1106–1119. 39 indexed citations

12.

Bartol, Kathryn M.. (1999). Reframing Salesforce Compensation Systems: An Agency Theory-Based Performance Management Perspective. Journal of Personal Selling and Sales Management. 19(3). 1–16. 19 indexed citations

13.

Bartol, Kathryn M. & David C. Martin. (1983). Managing the consequences of DP turnover. 79–86. 1 indexed citations

14.

Bartol, Kathryn M. & David C. Martin. (1982). Managing Information Systems Personnel: A Review of the Literature and Managerial Implications*. MIS Quarterly. 6(special). 49–70. 143 indexed citations

15.

Bartol, Kathryn M., Carl R. Anderson, & Craig Eric Schneier. (1981). Sex and ethnic effects on motivation to manage among college business students.. Journal of Applied Psychology. 66(1). 40–44. 17 indexed citations

16.

Schneier, Craig Eric & Kathryn M. Bartol. (1980). Sex effects in emergent leadership.. Journal of Applied Psychology. 65(3). 341–345. 5 indexed citations

17.

Bartol, Kathryn M., Carl R. Anderson, & Craig Eric Schneier. (1980). Motivation to manage among college business students: A reassessment. Journal of Vocational Behavior. 17(1). 22–32. 10 indexed citations

18.

Bartol, Kathryn M., Charles L. Evans, & Melvin T. Stith. (1978). Black Versus White Leaders: A Comparative Review of the Literature. Academy of Management Review. 3(2). 293–304. 30 indexed citations

19.

Bartol, Kathryn M.. (1976). Relationship of sex and professional training area to job orientation.. Journal of Applied Psychology. 61(3). 368–370. 1 indexed citations

20.

Bartol, Kathryn M. & D. Anthony Butterfield. (1974). Sex Effects in Evaluating Leaders.. Academy of Management Proceedings. 1974(1). 43–43. 8 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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