Long‐Zeng Wu

3.5k total citations
41 papers, 2.7k citations indexed

About

Long‐Zeng Wu is a scholar working on Organizational Behavior and Human Resource Management, Sociology and Political Science and Social Psychology. According to data from OpenAlex, Long‐Zeng Wu has authored 41 papers receiving a total of 2.7k indexed citations (citations by other indexed papers that have themselves been cited), including 27 papers in Organizational Behavior and Human Resource Management, 21 papers in Sociology and Political Science and 14 papers in Social Psychology. Recurrent topics in Long‐Zeng Wu's work include Job Satisfaction and Organizational Behavior (27 papers), Workplace Violence and Bullying (6 papers) and Workaholism, burnout, and well-being (5 papers). Long‐Zeng Wu is often cited by papers focused on Job Satisfaction and Organizational Behavior (27 papers), Workplace Violence and Bullying (6 papers) and Workaholism, burnout, and well-being (5 papers). Long‐Zeng Wu collaborates with scholars based in China, Hong Kong and United States. Long‐Zeng Wu's co-authors include Ho Kwong Kwan, Jun Liu, Liqun Wei, Frederick Hong‐kit Yim, Yuanyi Chen, Xiaomeng Zhang, Yijiao Ye, Flora F. T. Chiang, Michael N. Young and Alicia S.M. Leung and has published in prestigious journals such as Academy of Management Journal, Journal of Applied Psychology and Journal of Management.

In The Last Decade

Long‐Zeng Wu

39 papers receiving 2.6k citations

Peers — A (Enhanced Table)

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

Name	h						Papers	Cites
Long‐Zeng Wu China	24	1.7k	1.0k	946	412	345	41	2.7k
Thomas J. Zagenczyk United States	26	1.8k 1.1×	943 0.9×	1.2k 1.3×	305 0.7×	222 0.6×	62	2.8k
Bradley P. Owens United States	21	2.3k 1.4×	1.6k 1.5×	1.3k 1.4×	663 1.6×	347 1.0×	38	3.7k
Dave Bouckenooghe Canada	27	1.7k 1.1×	794 0.8×	601 0.6×	376 0.9×	464 1.3×	75	3.0k
Jian Liang China	11	2.1k 1.3×	1.1k 1.0×	850 0.9×	366 0.9×	309 0.9×	30	2.9k
Robert W. Kolodinsky United States	12	1.3k 0.8×	537 0.5×	784 0.8×	478 1.2×	326 0.9×	19	2.4k
Ann C. Peng United States	24	1.9k 1.1×	914 0.9×	916 1.0×	457 1.1×	410 1.2×	42	3.0k
Stefan Thau United Kingdom	24	1.6k 0.9×	1.1k 1.1×	1.7k 1.8×	233 0.6×	245 0.7×	51	3.3k
Mary B. Mawritz United States	21	2.0k 1.2×	1.1k 1.0×	948 1.0×	390 0.9×	248 0.7×	34	2.8k
Robyn L. Brouer United States	19	2.1k 1.3×	967 0.9×	1.1k 1.2×	245 0.6×	318 0.9×	33	3.0k
John E. Barbuto United States	26	1.5k 0.9×	906 0.9×	437 0.5×	468 1.1×	452 1.3×	91	2.8k

Countries citing papers authored by Long‐Zeng Wu

Since Specialization

Citations

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

Fields of papers citing papers by Long‐Zeng Wu

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Long‐Zeng Wu. 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 Long‐Zeng Wu. The network helps show where Long‐Zeng Wu may publish in the future.

Co-authorship network of co-authors of Long‐Zeng Wu

This figure shows the co-authorship network connecting the top 25 collaborators of Long‐Zeng Wu. A scholar is included among the top collaborators of Long‐Zeng Wu 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 Long‐Zeng Wu. Long‐Zeng Wu 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

Wu, Long‐Zeng, et al.. (2025). Don’t expect robots to be creative: Why and when organizational dehumanization is a creativity killer. International Journal of Hospitality Management. 130. 104229–104229.

Lyu, Yijing, et al.. (2024). Do you feel angry when you are gossiped about? Understanding the mechanism underlying negative workplace gossip and service sabotage. International Journal of Hospitality Management. 122. 103865–103865. 4 indexed citations

Huang, Qixing, et al.. (2024). Why and when perceived organizational exploitation inhibits frontline hotel employees’ service performance: a social exchange approach. International Journal of Contemporary Hospitality Management. 36(12). 4092–4110. 8 indexed citations

Ye, Yijiao, et al.. (2024). How to make the work-family balance a reality among frontline hotel employees? The effect of family supportive supervisor behaviors. International Journal of Hospitality Management. 120. 103746–103746. 3 indexed citations

Wu, Long‐Zeng, et al.. (2023). Green-eyed coworkers in service organizations: The impact of being envied by coworkers on employee service outcomes. Asia Pacific Journal of Management. 41(4). 2251–2275. 2 indexed citations

Wu, Long‐Zeng, et al.. (2023). High Task Performers Reduce Labor: A Self-Consistency Model of Organizational Exploitation. Asia Pacific Journal of Management. 41(3). 1545–1570. 2 indexed citations

Wu, Long‐Zeng, et al.. (2023). Perceived organizational exploitation and organizational citizenship behavior: a social identity perspective. Asia Pacific Journal of Management. 42(2). 503–525. 4 indexed citations

Wu, Long‐Zeng, et al.. (2022). The impact of exploitative leadership on hospitality employees’ proactive customer service performance: a self-determination perspective. International Journal of Contemporary Hospitality Management. 35(1). 46–63. 62 indexed citations

Ye, Yijiao, Mengyuan Chen, Long‐Zeng Wu, & Ho Kwong Kwan. (2022). Why do they slack off in teamwork? Understanding frontline hospitality employees’ social loafing when faced with exploitative leadership. International Journal of Hospitality Management. 109. 103420–103420. 17 indexed citations

10.

Wu, Long‐Zeng, et al.. (2021). The impact of exploitative leadership on frontline hospitality employees’ service performance: A social exchange perspective. International Journal of Hospitality Management. 96. 102954–102954. 84 indexed citations

11.

Wu, Long‐Zeng, Ho Kwong Kwan, Frederick Hong‐kit Yim, Randy K. Chiu, & Xiaogang He. (2014). CEO Ethical Leadership and Corporate Social Responsibility: A Moderated Mediation Model. Journal of Business Ethics. 130(4). 819–831. 200 indexed citations

12.

Wu, Long‐Zeng, Ho Kwong Kwan, Liqun Wei, & Jun Liu. (2013). Ingratiation in the Workplace: The Role of Subordinate and Supervisor Political Skill. Journal of Management Studies. 50(6). 991–1017. 43 indexed citations

13.

Liu, Jun, Cynthia Lee, Chun Hui, Ho Kwong Kwan, & Long‐Zeng Wu. (2013). Idiosyncratic deals and employee outcomes: The mediating roles of social exchange and self-enhancement and the moderating role of individualism.. Journal of Applied Psychology. 98(5). 832–840. 2 indexed citations

14.

Wu, Long‐Zeng, Ho Kwong Kwan, Jun Liu, & Christian J. Resick. (2012). Work‐to‐family spillover effects of abusive supervision. Journal of Managerial Psychology. 27(7). 714–731. 69 indexed citations

15.

Liu, Yongmei, Jun Liu, & Long‐Zeng Wu. (2012). Strategic emotional display: an examination of its interpersonal and career outcomes. Career Development International. 17(6). 518–536. 8 indexed citations

16.

Zhang, Hong Ping, Ho Kwong Kwan, Xiaomeng Zhang, & Long‐Zeng Wu. (2012). High Core Self-Evaluators Maintain Creativity. Journal of Management. 40(4). 1151–1174. 141 indexed citations

17.

Wu, Long‐Zeng, Frederick Hong‐kit Yim, Ho Kwong Kwan, & Xiaomeng Zhang. (2011). Coping with Workplace Ostracism: The Roles of Ingratiation and Political Skill in Employee Psychological Distress. Journal of Management Studies. 49(1). 178–199. 294 indexed citations

18.

Wu, Long‐Zeng, et al.. (2011). Employee experienced HPWPs and job performance: Roles of person-job fit and intrinsic motivation. Frontiers of Business Research in China. 5(3). 21 indexed citations

19.

Liu, Jun, Ho Kwong Kwan, Long‐Zeng Wu, & Weiku Wu. (2010). Abusive supervision and subordinate supervisor‐directed deviance: The moderating role of traditional values and the mediating role of revenge cognitions. Journal of Occupational and Organizational Psychology. 83(4). 835–856. 143 indexed citations

20.

Wu, Long‐Zeng, Jun Liu, & Gang Liu. (2009). Abusive Supervision and Employee Performance: Mechanisms of Traditionality and Trust. Acta Psychologica Sinica. 41(6). 510–518. 32 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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