Minya Xu

899 total citations
36 papers, 637 citations indexed

About

Minya Xu is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Sociology and Political Science. According to data from OpenAlex, Minya Xu has authored 36 papers receiving a total of 637 indexed citations (citations by other indexed papers that have themselves been cited), including 14 papers in Organizational Behavior and Human Resource Management, 11 papers in Social Psychology and 11 papers in Sociology and Political Science. Recurrent topics in Minya Xu's work include Job Satisfaction and Organizational Behavior (12 papers), Statistical Methods and Bayesian Inference (3 papers) and Employment and Welfare Studies (3 papers). Minya Xu is often cited by papers focused on Job Satisfaction and Organizational Behavior (12 papers), Statistical Methods and Bayesian Inference (3 papers) and Employment and Welfare Studies (3 papers). Minya Xu collaborates with scholars based in China, United States and United Kingdom. Minya Xu's co-authors include Xin Qin, Marco S. DiRenzo, Scott B. Dust, Dong Ju, Haiyang Liu, Ryan Fehr, Jack Ting‐Ju Chiang, Song Xi Chen, Peter W. Hom and Shengming Liu and has published in prestigious journals such as Journal of Applied Psychology, Journal of Management and Journal of Business Research.

In The Last Decade

Minya Xu

30 papers receiving 613 citations

Peers

Minya Xu

OBHRM

SPS

Jinpei Wu United States

Brigitte Kroon Netherlands

Christina J. Brandt United States

Xueqi Wen United States

John P. Campbell United States

Thomas W. Lee United States

Hlanganipai Ngirande South Africa

Ting Yuan United States

Kelly Davis McCauley United States

Jennifer P. Green United States

Jinpei Wu United States

Minya Xu

298 ×0.9

OBHRM

190 ×1.0

178 ×1.0

SPS

81 ×0.8

88 ×1.5

Citations per year, relative to Minya Xu Minya Xu (= 1×) peers Jinpei Wu

Countries citing papers authored by Minya Xu

Since Specialization

Citations

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

Fields of papers citing papers by Minya Xu

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Minya Xu. 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 Minya Xu. The network helps show where Minya Xu may publish in the future.

Co-authorship network of co-authors of Minya Xu

This figure shows the co-authorship network connecting the top 25 collaborators of Minya Xu. A scholar is included among the top collaborators of Minya Xu 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 Minya Xu. Minya Xu 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

Dust, Scott B., et al.. (2026). Sharing for the right reasons? Influence of leader mindfulness on follower tacit and explicit knowledge sharing. Journal of Business Research. 206. 115983–115983.

Liu, Xuemei, et al.. (2025). The u-shaped relationship between locus of control and prohibitive voice via perceived risk of prohibitive voice: The moderating role of team voice climate.. Journal of Applied Psychology. 111(3). 388–407.

Xu, Minya, et al.. (2024). Suffered from deep-seated childhood shadows: Linking childhood emotional abuse to interpersonal conflict at work and workplace ostracism. Personality and Individual Differences. 229. 112771–112771.

Chen, Liping, Minya Xu, & Xiaoxuan Li. (2024). Promethean Anxiety from AI Adoption: Employees’ Need for Self-Actualization and Turnover Intention. Academy of Management Proceedings. 2024(1). 1 indexed citations

Dust, Scott B., et al.. (2024). The mixed blessing of leader mindfulness: The competing lens of dyadic affective and cognitive conflicts in investigating follower creativity. Applied Psychology. 74(1). 3 indexed citations

Xu, Minya, et al.. (2023). Targeted poverty alleviation disclosure and analyst forecast accuracy: Evidence from a quasi-natural experiment. Finance research letters. 54. 103767–103767. 4 indexed citations

Liu, Haiyang, et al.. (2023). Are narcissists more creative? Only if we believe it: How narcissism can relate to creativity. Frontiers in Psychology. 13. 1091770–1091770. 4 indexed citations

Xu, Minya, Scott B. Dust, & Shengming Liu. (2023). COVID-19 and the great resignation: The role of death anxiety, need for meaningful work, and task significance.. Journal of Applied Psychology. 108(11). 1790–1811. 15 indexed citations

Xu, Minya, et al.. (2022). Leader Mindfulness and Employee Explicit vs. Tacit Knowledge Sharing: Based on Signaling Theory Lens. Academy of Management Proceedings. 2022(1). 1 indexed citations

10.

Xu, Minya, et al.. (2021). The Boss’s Long Arm: The Differential Impact of Authoritarian and Benevolent Leadership on Spousal Family Satisfaction. Frontiers in Psychology. 12. 780030–780030. 2 indexed citations

11.

Liu, Haiyang, et al.. (2020). Leader–follower risk orientation incongruence, intellectual stimulation, and creativity: A configurational approach. Personnel Psychology. 74(1). 143–173. 26 indexed citations

12.

Li, Ye & Minya Xu. (2018). When Grateful Employees Conduct More OCB: The Moderating Effect of LMXSC. Academy of Management Proceedings. 2018(1). 16810–16810. 1 indexed citations

13.

Liu, Shengming & Minya Xu. (2018). Examining How and When Self-Sacrificing Leadership Hinders Team Change-Oriented Behavior. Academy of Management Proceedings. 2018(1). 15236–15236. 1 indexed citations

14.

Liu, Haiyang, et al.. (2017). How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment.. Journal of Applied Psychology. 102(11). 1590–1599. 88 indexed citations

15.

Ju, Dong, Xin Qin, Minya Xu, & Marco S. DiRenzo. (2016). Boundary conditions of the emotional exhaustion-unsafe behavior link: The dark side of group norms and personal control. Asia Pacific Journal of Management. 33(1). 113–140. 46 indexed citations

16.

Liu, Haiyang, Jack Ting‐Ju Chiang, & Minya Xu. (2015). Selfless Leader and Their Selfless Follower: The Trickle-Down Effect of Leader Perceived Fairness. Academy of Management Proceedings. 2015(1). 16563–16563. 1 indexed citations

17.

Xu, Minya, et al.. (2013). The Influence from the Past: Organizational Imprinting and Firms’ Compliance with Social Insurance Policies in China. Journal of Business Ethics. 122(1). 65–77. 22 indexed citations

18.

Qin, Xin, Peter W. Hom, Minya Xu, & Dong Ju. (2013). Applying the job demands–resources model to migrant workers: Exploring how and when geographical distance increases quit propensity. Journal of Occupational and Organizational Psychology. 87(2). 303–328. 22 indexed citations

19.

Cohen, Arthur, Harold B. Sackrowitz, & Minya Xu. (2009). A new multiple testing method in the dependent case. The Annals of Statistics. 37(3). 9 indexed citations

20.

Cohen, Arthur, Harold B. Sackrowitz, & Minya Xu. (2008). The use of an identity in Anderson for multivariate multiple testing. Journal of Statistical Planning and Inference. 138(9). 2615–2621. 2 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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