Paul Stringfield
Impact in
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- Job Satisfaction and Organizational Behavior
- Customer Service Quality and Loyalty
- Applied Psychology top 10%
Papers in
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- Job Satisfaction and Organizational Behavior 6
- Customer Service Quality and Loyalty 1
- Employer Branding and e-HRM 1
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- Team Dynamics and Performance 2
- Emotional Intelligence and Performance 1
- Co-authors
- Adrian Furnham (6 shared papers)Paul Taylor (1 shared paper)Karl Pajo (1 shared paper)Gordon W. Cheung (1 shared paper)
- Journals
- Human Relations (3 papers)Personnel Psychology (1 paper)Journal of Managerial Psychology (1 paper)Journal of Occupational and Organizational Psychology (1 paper)Personality and Individual Differences (1 paper)
- Partner nations
- United KingdomHong KongNew Zealand
In The Last Decade
Paul Stringfield
7 papers receiving 275 citations
Peers
Comparison fields: 5 of 58
- Organizational Behavior and Human Resource Management 151
- Applied Psychology 33
- Social Psychology 118
- Clinical Psychology 75
- Management Information Systems 32
Countries citing papers authored by Paul Stringfield
This map shows the geographic impact of Paul Stringfield'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 Paul Stringfield with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Paul Stringfield more than expected).
Fields of papers citing papers by Paul Stringfield
This network shows the impact of papers produced by Paul Stringfield. 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 Paul Stringfield. The network helps show where Paul Stringfield may publish in the future.
Co-authors
The 4 scholars most cited alongside Paul Stringfield, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
| # | Work | ||
|---|---|---|---|
| 1 | 1994 | 103 | |
| 2 | 1998 | 54 | |
| 3 | 1993 | 52 | |
| 4 | 1993 | 47 | |
| 5 | 2004 | 31 | |
| 6 | 2001 | 16 | |
| 7 | 1998 | 7 |
About Paul Stringfield
Paul Stringfield is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology, Clinical Psychology, Communication and Information Systems, having authored 7 papers that have together received 310 indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (6 papers), Team Dynamics and Performance (2 papers), Personality Traits and Psychology (2 papers), Gender Diversity and Inequality (1 paper), Customer Service Quality and Loyalty (1 paper), Emotional Intelligence and Performance (1 paper), Employer Branding and e-HRM (1 paper) and Corporate Finance and Governance (1 paper). The work is most often cited by research in Organizational Behavior and Human Resource Management (151 citations), Applied Psychology (33 citations), Social Psychology (118 citations), Clinical Psychology (75 citations) and Management Information Systems (32 citations). Paul Stringfield has collaborated with scholars based in United Kingdom, Hong Kong and New Zealand. Frequent co-authors include Adrian Furnham, Paul Taylor, Karl Pajo and Gordon W. Cheung. Their work appears in journals such as Human Relations, Personnel Psychology, Journal of Managerial Psychology, Journal of Occupational and Organizational Psychology and Personality and Individual Differences.
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.