Neuza Ribeiro

2.3k total citations
56 papers, 1.5k citations indexed

About

Neuza Ribeiro is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Demography. According to data from OpenAlex, Neuza Ribeiro has authored 56 papers receiving a total of 1.5k indexed citations (citations by other indexed papers that have themselves been cited), including 41 papers in Organizational Behavior and Human Resource Management, 17 papers in Social Psychology and 15 papers in Demography. Recurrent topics in Neuza Ribeiro's work include Job Satisfaction and Organizational Behavior (39 papers), Workplace Spirituality and Leadership (15 papers) and Emotional Intelligence and Performance (15 papers). Neuza Ribeiro is often cited by papers focused on Job Satisfaction and Organizational Behavior (39 papers), Workplace Spirituality and Leadership (15 papers) and Emotional Intelligence and Performance (15 papers). Neuza Ribeiro collaborates with scholars based in Portugal, India and Türkiye. Neuza Ribeiro's co-authors include Daniel Roque Gomes, Arménio Rego, Ana Suzete Semedo, Miguel Piña e Cunha, Arnaldo Coelho, Ana Patrícia Duarte, Rui Torres de Oliveira, İlhami Yücel, Jorge Correia Jesuíno and Andreia Vitória and has published in prestigious journals such as Journal of Business Research, Journal of Business Ethics and The Leadership Quarterly.

In The Last Decade

Neuza Ribeiro

54 papers receiving 1.4k citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Neuza Ribeiro Portugal 21 1.1k 445 363 346 202 56 1.5k
Seung‐Wan Kang South Korea 21 908 0.8× 308 0.7× 295 0.8× 292 0.8× 231 1.1× 59 1.5k
Basharat Javed Pakistan 17 944 0.9× 230 0.5× 275 0.8× 379 1.1× 228 1.1× 28 1.4k
Alison Legood United Kingdom 14 1.0k 0.9× 468 1.1× 331 0.9× 247 0.7× 363 1.8× 20 1.8k
Francesco Montani Italy 20 904 0.8× 422 0.9× 221 0.6× 228 0.7× 305 1.5× 58 1.5k
Rabindra Kumar Pradhan India 18 898 0.8× 445 1.0× 251 0.7× 276 0.8× 214 1.1× 68 1.6k
Aamir Ali Chughtai Pakistan 16 996 0.9× 336 0.8× 212 0.6× 309 0.9× 204 1.0× 23 1.3k
Terje Slåtten Norway 23 999 0.9× 284 0.6× 303 0.8× 200 0.6× 394 2.0× 50 1.6k
Upasna A. Agarwal India 23 1.5k 1.4× 517 1.2× 262 0.7× 382 1.1× 686 3.4× 54 2.0k
Muhammad Umer Azeem Pakistan 25 1.0k 1.0× 467 1.0× 154 0.4× 311 0.9× 449 2.2× 85 1.6k
Robert Buch Norway 24 974 0.9× 495 1.1× 189 0.5× 181 0.5× 330 1.6× 65 1.6k

Countries citing papers authored by Neuza Ribeiro

Since Specialization
Citations

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

Fields of papers citing papers by Neuza Ribeiro

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Neuza Ribeiro

This figure shows the co-authorship network connecting the top 25 collaborators of Neuza Ribeiro. A scholar is included among the top collaborators of Neuza Ribeiro 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 Neuza Ribeiro. Neuza Ribeiro 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.
Coelho, Arnaldo, et al.. (2025). Sustainable HRM Impact on Employees' Behaviors Through Workplace Spirituality. Business Strategy and the Environment. 34(3). 3177–3193. 2 indexed citations
2.
Ribeiro, Neuza, et al.. (2024). Authentic leadership – a source of tacit knowledge sharing and career competence in service sector. Leadership & Organization Development Journal. 45(8). 1335–1355. 4 indexed citations
3.
Ribeiro, Neuza, et al.. (2024). Workplace bullying and job burnout: the moderating role of employee voice. International Journal of Manpower. 45(9). 1720–1737. 3 indexed citations
4.
Singh, Sharda, et al.. (2024). A positive psychological approach for improving the well-being and performance of employees. International Journal of Productivity and Performance Management. 73(9). 2883–2900. 3 indexed citations
5.
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7.
Santos, Eleonora, Neuza Ribeiro, & Teresa Eugénio. (2023). Rethinking Management and Economics in the New 20’s. Springer proceedings in business and economics. 4 indexed citations
8.
Singh, Sharda, et al.. (2022). Does Spirituality Influence Happiness and Academic Performance?. Religions. 13(7). 617–617. 10 indexed citations
9.
Duarte, Ana Patrícia, Neuza Ribeiro, Ana Suzete Semedo, & Daniel Roque Gomes. (2021). Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential Mediation. Frontiers in Psychology. 12. 675749–675749. 66 indexed citations
10.
Ribeiro, Neuza, et al.. (2021). Impact of psychological capital (PsyCap) on affective commitment: mediating role of affective well-being. International journal of organizational analysis. 29(4). 1015–1029. 33 indexed citations
11.
Ribeiro, Neuza, et al.. (2020). How managerial coaching promotes employees' affective commitment and individual performance. International Journal of Productivity and Performance Management. 70(8). 2163–2181. 39 indexed citations
12.
Yücel, İlhami, et al.. (2020). Perceived organisational support and employees' performance: the mediating role of affective commitment. International Journal of Management and Enterprise Development. 19(3). 187–187. 10 indexed citations
13.
Semedo, Ana Suzete, Arnaldo Coelho, & Neuza Ribeiro. (2018). The relationship between authentic leaders and employees’ creativity. International Journal of Workplace Health Management. 11(2). 58–73. 29 indexed citations
14.
Coelho, Arnaldo, et al.. (2017). Perceptions of Organizational Justice. 1 indexed citations
15.
Ribeiro, Neuza, et al.. (2016). The Relevance of Behavioral Event Interview (BEI) in Selection Processes: A Corporate Sector Study. 15(1). 37. 1 indexed citations
16.
Gomes, Daniel Roque, et al.. (2016). People in Organizational Change: Using “the Good, the Bad and the Villain” Analogy (Evaluating the Role of Workers’ Perceived Support in the Hotel Business Industry). Portuguese National Funding Agency for Science, Research and Technology (RCAAP Project by FCT). 16–31. 1 indexed citations
17.
Ribeiro, Neuza, et al.. (2016). The Relevance of Behavioral Event Interview (BEI) in Selection Processes: A Corporate Sector Study. SSRN Electronic Journal. 1 indexed citations
18.
Ribeiro, Neuza & Ana Suzete Semedo. (2014). Human Resources Management Practices and Turnover Intentions: The Mediating Role of Organizational Justice. SSRN Electronic Journal. 13(1). 7. 8 indexed citations
19.
Coelho, Arnaldo, et al.. (2014). ORGANISATIONAL CSR PRACTICES: EMPLOYEES' PERCEPTIONS AND IMPACT ON INDIVIDUAL PERFORMANCE. International Journal of Innovation Management. 18(4). 1450025–1450025. 15 indexed citations
20.
Rego, Arménio, et al.. (2012). Are authentic leaders associated with more virtuous, committed and potent teams?. The Leadership Quarterly. 24(1). 61–79. 107 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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2026