This map shows the geographic impact of Lirong Long'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 Lirong Long with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Lirong Long more than expected).
This network shows the impact of papers produced by Lirong Long. 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 Lirong Long. The network helps show where Lirong Long may publish in the future.
Co-authorship network of co-authors of Lirong Long
This figure shows the co-authorship network connecting the top 25 collaborators of Lirong Long.
A scholar is included among the top collaborators of Lirong Long 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 Lirong Long. Lirong Long is excluded from
the visualization to improve readability, since they are connected to all nodes in the network.
Akhtar, Muhammad Naseer & Lirong Long. (2015). ORGANIZATIONAL CHANGE DETERMINANTS AND EMPLOYEES BEHAVIOR: A PSYCHOLOGICAL CONTRACT PERSPECTIVE. European Scientific Journal ESJ. 11(1).1 indexed citations
7.
Long, Lirong, et al.. (2014). The relationship between authoritarian leadership and subordinates’ voice: A cross-level analysis. 35(10). 86.8 indexed citations
8.
Long, Lirong. (2013). An Empirical Study on the Relationship between Pay for Performance and Team Members ’ Innovation Behavior. Guanli xuebao.2 indexed citations
9.
Zhou, Hao & Lirong Long. (2011). Effects of Job Insecurity and Creative Self-efficacy on Employees’ Creativity. Acta Psychologica Sinica. 43(8). 929.16 indexed citations
10.
Long, Lirong. (2011). The Effect of Cognition-and Affect-Based Trust,Power Distance and System Control on Leader Empowering Behavior. Industrial Engineering and Engineering Management.2 indexed citations
11.
Long, Lirong. (2010). The Empirical Research of Taxonomy and Employee Preferences of Economic Compensation:Based on the Theory of Maslow's Hierarchy of Needs. Journal of Business Economics.2 indexed citations
12.
Long, Lirong. (2010). The Impact of Person-Organization Value Fit and Demand-Ability Fit on Turnover Intention of Employees in Central China. Science of Science and Management of S.& T.1 indexed citations
13.
Long, Lirong. (2009). Literature on Dimensionality and Effects of Pay Satisfaction. Ruan kexue.
14.
Long, Lirong. (2009). Reviews and Prospects of Employees' Innovative Work Behavior. Journal of Wuhan University of Technology-Mater Sci Ed.1 indexed citations
15.
Long, Lirong. (2009). Study on the Relationship between Transformational Leadership and Employees' Commitment to Organizational Change. Guanli xuebao.
16.
Long, Lirong. (2008). A study on mental structure and dimensions of undergraduates' major-commitment and its relations with key variables. The Journal of Higher Education.1 indexed citations
17.
Zhou, Hao & Lirong Long. (2007). Relationship between Paternalistic Leadership and Organizational Justice. Acta Psychologica Sinica. 39(5). 909–917.12 indexed citations
18.
Long, Lirong. (2006). A Study on Career Decision-making Difficulties Questionnaire for Undergraduate Students. Zhongguo linchuang xinlixue zazhi.2 indexed citations
19.
Long, Lirong. (2003). Theory Research of Job Burnout and Its Progress. Zhongguo linchuang xinlixue zazhi.1 indexed citations
20.
Long, Lirong, et al.. (2002). ORGANIZATIONAL CAREER MANAGEMENT :MEASUREMENT AND ITS EFFECTS ON EMPLOYEES' BEHAVIOR AND FEELING IN CHINA. Acta Psychologica Sinica. 34(1). 98–106.7 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.