Po‐Chien Chang

963 total citations · 1 hit paper
34 papers, 649 citations indexed

About

Po‐Chien Chang is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Sociology and Political Science. According to data from OpenAlex, Po‐Chien Chang has authored 34 papers receiving a total of 649 indexed citations (citations by other indexed papers that have themselves been cited), including 24 papers in Organizational Behavior and Human Resource Management, 11 papers in Social Psychology and 10 papers in Sociology and Political Science. Recurrent topics in Po‐Chien Chang's work include Job Satisfaction and Organizational Behavior (21 papers), Workplace Spirituality and Leadership (6 papers) and Gender Diversity and Inequality (6 papers). Po‐Chien Chang is often cited by papers focused on Job Satisfaction and Organizational Behavior (21 papers), Workplace Spirituality and Leadership (6 papers) and Gender Diversity and Inequality (6 papers). Po‐Chien Chang collaborates with scholars based in Macao, China and Taiwan. Po‐Chien Chang's co-authors include Shyh‐Jer Chen, Chiung–Wen Hsu, Pao‐Long Chang, Ting Wu, Amber Yun‐Ping Lee, I‐Heng Chen, Abbas Mardani, Yuanli Guo, Peng Fan and Ting Wu and has published in prestigious journals such as Journal of Business Research, International Journal of Hydrogen Energy and Frontiers in Psychology.

In The Last Decade

Po‐Chien Chang

31 papers receiving 623 citations

Hit Papers

Does AI-Driven Technostress Promote or Hinder Employees’ ... 2024 2026 2025 2024 20 40 60
What are hit papers?

Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the same subfield and year (this is the minimum needed to enter the top 1%, not the average within it), or reaches the top citation threshold in at least one of its specific research topics.

  1. Does AI-Driven Technostress Promote or Hinder Employees’ Artificial Intelligence Adoption Intention? A Moderated Mediation Model of Affective Reactions and Technical Self-Efficacy
    2024 71 citations Po‐Chien Chang et al. Psychology Research and Behavior Management profile →

Peers

Po‐Chien Chang
Weihui Fu China
Abdul Halim Abdul Majid Malaysia
Muhammad Ali Asadullah Pakistan
Yunsoo Lee South Korea
Lütfi Sürücü Türkiye
Zhiqiang Liu China
Özgür Demirtaş Türkiye
Madeeha Samma China
Ahmet Maşlakçı Türkiye
Weihui Fu China
Po‐Chien Chang
Citations per year, relative to Po‐Chien Chang Po‐Chien Chang (= 1×) peers Weihui Fu

Countries citing papers authored by Po‐Chien Chang

Since Specialization
Citations

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

Fields of papers citing papers by Po‐Chien Chang

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Po‐Chien Chang. 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 Po‐Chien Chang. The network helps show where Po‐Chien Chang may publish in the future.

Co-authorship network of co-authors of Po‐Chien Chang

This figure shows the co-authorship network connecting the top 25 collaborators of Po‐Chien Chang. A scholar is included among the top collaborators of Po‐Chien Chang 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 Po‐Chien Chang. Po‐Chien Chang 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.
Gao, Jialin, Po‐Chien Chang, & Yuanli Guo. (2025). The influence of workplace age discrimination on knowledge sharing: a moderated mediation model. Journal of Knowledge Management. 30(1). 90–110.
2.
Chang, Po‐Chien, et al.. (2025). The Impact of Benevolent Sexism on Women’s Career Growth: A Moderated Serial Mediation Model. Behavioral Sciences. 15(1). 59–59.
3.
4.
Chang, Po‐Chien, et al.. (2024). The Impact of Career Plateaus on Job Performance: The Roles of Organizational Justice and Positive Psychological Capital. Behavioral Sciences. 14(2). 144–144. 1 indexed citations
5.
6.
Chang, Po‐Chien, et al.. (2024). Does AI-Driven Technostress Promote or Hinder Employees’ Artificial Intelligence Adoption Intention? A Moderated Mediation Model of Affective Reactions and Technical Self-Efficacy. Psychology Research and Behavior Management. Volume 17. 413–427. 71 indexed citations breakdown →
7.
Chang, Po‐Chien, et al.. (2023). Proactive Career Orientation and Subjective Career Success: A Perspective of Career Construction Theory. Behavioral Sciences. 13(6). 503–503. 16 indexed citations
8.
Chang, Po‐Chien, et al.. (2022). Inclusive Leadership and Employee Proactive Behavior: A Cross-Level Moderated Mediation Model. Psychology Research and Behavior Management. Volume 15. 1797–1808. 21 indexed citations
9.
10.
Chang, Po‐Chien, et al.. (2022). Workaholism and work–family conflict: a moderated mediation model of psychological detachment from work and family-supportive supervisor behavior. Chinese Management Studies. 17(4). 770–786. 13 indexed citations
11.
Fan, Peng, et al.. (2021). Dual-Mediation Paths Linking Corporate Social Responsibility to Employee’s Job Performance: A Multilevel Approach. Frontiers in Psychology. 11. 612565–612565. 11 indexed citations
12.
Chang, Po‐Chien, et al.. (2021). Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling. SAGE Open. 11(1). 34 indexed citations
13.
Chang, Po‐Chien, et al.. (2021). Sense of calling, job crafting, spiritual leadership and work meaningfulness: a moderated mediation model. Leadership & Organization Development Journal. 42(5). 690–704. 32 indexed citations
14.
Chang, Po‐Chien, et al.. (2020). Psychological contract violation and patient’s antisocial behaviour. International Journal of Conflict Management. 31(4). 647–664. 11 indexed citations
15.
Chang, Po‐Chien, et al.. (2020). How Having a Calling Leads to Job Crafting: A Moderated Mediation Model. Frontiers in Psychology. 11. 552828–552828. 18 indexed citations
16.
Liu, Wenchao & Po‐Chien Chang. (2019). Job Crafting, Career Self-efficacy and Calling. 1 indexed citations
17.
Wu, Ting & Po‐Chien Chang. (2018). The impact of work–family programs on work–family facilitation and role performance: the dual moderating effect of gender. Asia Pacific Journal of Human Resources. 58(1). 46–65. 15 indexed citations
18.
Huang, Liang‐Chih, et al.. (2013). The role of person and organizational variables in the three component model of occupational commitment. Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration. 30(2). 115–126. 3 indexed citations
19.
Chang, Po‐Chien, et al.. (2010). A Study on Taiwan Consumers’ Adoption of Online Financial Services. Pacific Asia Conference on Information Systems. 77. 2 indexed citations
20.
Chang, Po‐Chien. (2009). Understanding Consumers' Behaviour when Using a Mobile Phone as a Converged Device. RePEc: Research Papers in Economics. 1(1). 60–74. 4 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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