Liang‐Chih Huang

946 total citations
22 papers, 696 citations indexed

About

Liang‐Chih Huang is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Management Science and Operations Research. According to data from OpenAlex, Liang‐Chih Huang has authored 22 papers receiving a total of 696 indexed citations (citations by other indexed papers that have themselves been cited), including 12 papers in Organizational Behavior and Human Resource Management, 6 papers in Social Psychology and 6 papers in Management Science and Operations Research. Recurrent topics in Liang‐Chih Huang's work include Job Satisfaction and Organizational Behavior (8 papers), Multi-Criteria Decision Making (6 papers) and Workaholism, burnout, and well-being (4 papers). Liang‐Chih Huang is often cited by papers focused on Job Satisfaction and Organizational Behavior (8 papers), Multi-Criteria Decision Making (6 papers) and Workaholism, burnout, and well-being (4 papers). Liang‐Chih Huang collaborates with scholars based in Taiwan, China and Macao. Liang‐Chih Huang's co-authors include Ping-Teng Chang, Shu‐Yuan Chen, David Ahlström, Amber Yun‐Ping Lee, Szu‐Chi Lu, Cheng-Chen Lin, Ing‐Chung Huang, Yu‐Fang Yen, Hsu-Shih Shih and Huan‐Jyh Shyur and has published in prestigious journals such as Journal of Business Ethics, Fuzzy Sets and Systems and Journal of World Business.

In The Last Decade

Liang‐Chih Huang

21 papers receiving 634 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Liang‐Chih Huang Taiwan 12 330 144 131 116 92 22 696
Fariborz Rahimnia Iran 16 260 0.8× 125 0.9× 82 0.6× 213 1.8× 181 2.0× 63 862
Frans M. van Eijnatten Netherlands 13 230 0.7× 67 0.5× 210 1.6× 122 1.1× 128 1.4× 42 627
Nor Hazana Abdullah Malaysia 15 166 0.5× 58 0.4× 95 0.7× 84 0.7× 157 1.7× 78 667
Hsi-Tien Chen Taiwan 13 281 0.9× 102 0.7× 71 0.5× 180 1.6× 61 0.7× 17 587
Milan Delić Serbia 13 215 0.7× 55 0.4× 70 0.5× 85 0.7× 141 1.5× 32 752
Thorvald Hærem Norway 11 236 0.7× 146 1.0× 128 1.0× 171 1.5× 205 2.2× 29 788
Ungku Norulkamar Ungku Ahmad Malaysia 13 275 0.8× 148 1.0× 55 0.4× 115 1.0× 72 0.8× 43 576
Sian Joel-Edgar United Kingdom 6 237 0.7× 51 0.4× 76 0.6× 96 0.8× 104 1.1× 14 758
Laurie McLeod New Zealand 7 168 0.5× 161 1.1× 51 0.4× 298 2.6× 68 0.7× 12 694
Tracey E. Rizzuto United States 14 152 0.5× 122 0.8× 53 0.4× 159 1.4× 125 1.4× 24 695

Countries citing papers authored by Liang‐Chih Huang

Since Specialization
Citations

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

Fields of papers citing papers by Liang‐Chih Huang

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Liang‐Chih Huang. 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 Liang‐Chih Huang. The network helps show where Liang‐Chih Huang may publish in the future.

Co-authorship network of co-authors of Liang‐Chih Huang

This figure shows the co-authorship network connecting the top 25 collaborators of Liang‐Chih Huang. A scholar is included among the top collaborators of Liang‐Chih Huang 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 Liang‐Chih Huang. Liang‐Chih Huang 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.
Huang, Liang‐Chih, et al.. (2022). Companies to promote CSR impact on employees: High‐performance work systems as a moderator. Business Ethics the Environment & Responsibility. 31(4). 999–1013. 6 indexed citations
2.
Huang, Liang‐Chih, et al.. (2022). The more the better? How and when can high-performance work systems fuel the proactive fire. Journal of Management & Organization. 30(5). 1481–1498. 2 indexed citations
3.
Huang, Liang‐Chih, et al.. (2021). A Multilevel Study of Group Affective Tone and Team Innovation: A Moderated Mediation Model. Group & Organization Management. 47(6). 1259–1297. 7 indexed citations
4.
Huang, Liang‐Chih, et al.. (2021). Composing the same song: when and how high-performance work systems can stimulate proactive behavior. Personnel Review. 51(9). 2388–2403. 13 indexed citations
5.
Huang, Liang‐Chih, Cheng-Chen Lin, & Szu‐Chi Lu. (2020). The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective. Personnel Review. 49(9). 2035–2054. 57 indexed citations
6.
Huang, Liang‐Chih, Amit Ashok, Qian Gong, et al.. (2017). Adaptive x-ray threat detection using sequential hypotheses testing with fan-beam experimental data (Conference Presentation). 9–9. 1 indexed citations
7.
Huang, Liang‐Chih, et al.. (2016). High performance work systems, employee well-being, and job involvement: an empirical study. Personnel Review. 45(2). 296–314. 180 indexed citations
8.
Chen, Shyh‐Jer, et al.. (2015). Pseudo-transformational Leadership is in the Eyes of the Subordinates. Journal of Business Ethics. 141(1). 179–190. 24 indexed citations
9.
Huang, Liang‐Chih, et al.. (2013). The role of person and organizational variables in the three component model of occupational commitment. Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration. 30(2). 115–126. 3 indexed citations
10.
Lin, Ling‐Zhong, Liang‐Chih Huang, & Huery-Ren Yeh. (2011). Fuzzy Group Decision-Making for Service Innovations in Quality Function Deployment. Group Decision and Negotiation. 21(4). 495–517. 15 indexed citations
11.
Huang, Liang‐Chih, et al.. (2010). Establishing talent management for company’s succession planning through analytic network process: Application to an MNC semiconductor company in Taiwan. Computers & Mathematics with Applications. 60(3). 528–540. 17 indexed citations
12.
Kung, Chung‐Chun, et al.. (2009). Adaptive fuzzy sliding mode control for a class of underactuated systems. 1791–1796. 10 indexed citations
13.
Yen, Yu‐Fang, et al.. (2007). A study on motivating employees’ learning commitment in the post-downsizing era: Job satisfaction perspective. Journal of World Business. 42(2). 157–169. 92 indexed citations
14.
Shih, Hsu-Shih, Liang‐Chih Huang, & Huan‐Jyh Shyur. (2005). Recruitment and selection processes through an effective GDSS. Computers & Mathematics with Applications. 50(10-12). 1543–1558. 38 indexed citations
15.
Huang, Liang‐Chih, et al.. (2004). Applying fuzzy neural network in human resource selection system. 169–174 Vol.1. 24 indexed citations
16.
Huang, Liang‐Chih, et al.. (2002). A study of applying fuzzy analytic hierarchy process on management talent evaluation model. 3. 1484–1488. 6 indexed citations
17.
Huang, Liang‐Chih, et al.. (2002). A study of fuzzy assessment model for managerial talent. 1. 400–405.
18.
Huang, Liang‐Chih, et al.. (2001). A neural network modelling on human resource talent selection. International Journal of Human Resources Development and Management. 1(2/3/4). 206–206. 15 indexed citations
19.
Chang, Ping-Teng, et al.. (2000). The fuzzy Delphi method via fuzzy statistics and membership function fitting and an application to the human resources. Fuzzy Sets and Systems. 112(3). 511–520. 152 indexed citations
20.
Huang, Liang‐Chih, et al.. (1997). The Fuzzy Managerial Talent Assessment Model: A Pilot Study. 71–83. 4 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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