Qin Zhou

1.2k total citations
26 papers, 878 citations indexed

About

Qin Zhou is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Strategy and Management. According to data from OpenAlex, Qin Zhou has authored 26 papers receiving a total of 878 indexed citations (citations by other indexed papers that have themselves been cited), including 20 papers in Organizational Behavior and Human Resource Management, 8 papers in Social Psychology and 6 papers in Strategy and Management. Recurrent topics in Qin Zhou's work include Job Satisfaction and Organizational Behavior (18 papers), Creativity in Education and Neuroscience (6 papers) and Team Dynamics and Performance (3 papers). Qin Zhou is often cited by papers focused on Job Satisfaction and Organizational Behavior (18 papers), Creativity in Education and Neuroscience (6 papers) and Team Dynamics and Performance (3 papers). Qin Zhou collaborates with scholars based in United Kingdom, Portugal and China. Qin Zhou's co-authors include Samuel Aryee, Giles Hirst, Fred O. Walumbwa, Chad A. Hartnell, Helen Shipton, Aristides I. Ferreira, Wen‐Chi Pan, Luis F. Martinez, Cherrìe Jiuhua Zhu and Daan van Knippenberg and has published in prestigious journals such as SHILAP Revista de lepidopterología, Journal of Management and Journal of Business Research.

In The Last Decade

Qin Zhou

25 papers receiving 824 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Qin Zhou United Kingdom 12 575 195 187 174 152 26 878
Vishal Gupta India 15 608 1.1× 199 1.0× 156 0.8× 76 0.4× 165 1.1× 40 877
Junfeng Wu United States 9 625 1.1× 315 1.6× 132 0.7× 159 0.9× 183 1.2× 17 981
Johannes Rank Germany 9 497 0.9× 219 1.1× 204 1.1× 135 0.8× 102 0.7× 12 814
Claudia A. Sacramento United Kingdom 13 688 1.2× 341 1.7× 176 0.9× 205 1.2× 101 0.7× 17 1.1k
Carlo Odoardi Italy 16 518 0.9× 157 0.8× 180 1.0× 61 0.4× 93 0.6× 43 798
Minyoung Cheong United States 10 602 1.0× 245 1.3× 152 0.8× 49 0.3× 147 1.0× 18 869
Renu Rastogi India 17 456 0.8× 296 1.5× 115 0.6× 64 0.4× 130 0.9× 54 827
Luí­s Curral Portugal 16 428 0.7× 343 1.8× 171 0.9× 85 0.5× 74 0.5× 33 968
Everlyne Misati United States 12 441 0.8× 193 1.0× 204 1.1× 44 0.3× 139 0.9× 16 757
Matthias Spitzmüller United States 13 688 1.2× 429 2.2× 120 0.6× 107 0.6× 106 0.7× 22 1.1k

Countries citing papers authored by Qin Zhou

Since Specialization
Citations

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

Fields of papers citing papers by Qin Zhou

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Qin Zhou

This figure shows the co-authorship network connecting the top 25 collaborators of Qin Zhou. A scholar is included among the top collaborators of Qin Zhou 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 Qin Zhou. Qin Zhou 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.
Xu, Angela J., Zhou Jiang, Qin Zhou, & Chia‐Huei Wu. (2024). Dare to thrive! How and when do development idiosyncratic deals promote individual thriving at work?. Human Resource Management. 63(5). 755–773. 10 indexed citations
2.
Zhou, Qin, et al.. (2022). Building organisational resilience capability in small and medium‐sized enterprises: The role of high‐performance work systems. Human Resource Management Journal. 33(4). 806–827. 26 indexed citations
3.
Epitropaki, Olga, et al.. (2021). Leader and Organizational Behavioral Integrity and Follower Behavioral Outcomes: The Role of Identification Processes. Journal of Business Ethics. 176(4). 741–760. 26 indexed citations
4.
Aryee, Samuel, et al.. (2019). Customer service at altitude: effects of empowering leadership. International Journal of Contemporary Hospitality Management. 31(9). 3722–3741. 26 indexed citations
5.
Zhou, Qin, et al.. (2018). State and Trait Anger Predicting Creative Process Engagement—The Role of Emotion Regulation. The Journal of Creative Behavior. 54(1). 5–19. 9 indexed citations
6.
Zhou, Qin, et al.. (2017). The impact of anger on creative process engagement: The role of social contexts. Journal of Organizational Behavior. 39(4). 495–506. 26 indexed citations
7.
Zhou, Qin & Wen‐Chi Pan. (2016). Understanding the Process linking Empowering Leadership and Taking Charge. Academy of Management Proceedings. 2016(1). 15744–15744. 1 indexed citations
8.
Zhou, Qin, et al.. (2016). Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study. Journal of Business Research. 69(9). 3380–3387. 99 indexed citations
9.
Hirst, Giles, et al.. (2015). Exploitation and Exploration Climates’ Influence on Performance and Creativity: Diminishing Returns as Function of Self-Efficacy. Journal of Management. 44(3). 870–891. 64 indexed citations
10.
Zhou, Qin & Wen‐Chi Pan. (2015). A Cross-Level Examination of the Process Linking Transformational Leadership and Creativity: The Role of Psychological Safety Climate. Human Performance. 28(5). 405–424. 53 indexed citations
11.
Shipton, Helen, Qin Zhou, & Erik Mooi. (2013). Is there a global model of learning organizations? An empirical, cross-nation study†. The International Journal of Human Resource Management. 24(12). 2278–2298. 15 indexed citations
12.
Hirst, Giles, Cherrìe Jiuhua Zhu, & Qin Zhou. (2012). Unpacking the ambidexterity literature to predict employee performance and creativity.. Academy of Management Proceedings. 2012(1). 12112–12112. 5 indexed citations
13.
Caetano, António, et al.. (2012). (In)justice contexts and work satisfaction: The mediating role of justice perceptions. SHILAP Revista de lepidopterología. 7(1). 15–28. 1 indexed citations
14.
Aryee, Samuel, Fred O. Walumbwa, Qin Zhou, & Chad A. Hartnell. (2012). Transformational Leadership, Innovative Behavior, and Task Performance: Test of Mediation and Moderation Processes. Human Performance. 25(1). 1–25. 289 indexed citations
15.
Zhou, Qin. (2012). Transformational Leadership and Innovative Behavior: An Examination of Boundary Conditions. Academy of Management Proceedings. 2012(1). 11842–11842. 1 indexed citations
16.
Zhou, Qin, Giles Hirst, & Helen Shipton. (2011). Context matters: Combined influence of participation and intellectual stimulation on the promotion focus–employee creativity relationship. Journal of Organizational Behavior. 33(7). 894–909. 86 indexed citations
17.
Zhou, Qin. (2010). Research on the Moderating Effects of the Locus of Control in Employees’ Turnover Intention. Journal of Beijing Institute of Technology. 1 indexed citations
18.
Zhou, Qin. (2010). Investigation of mechatronics' status and trends. 1 indexed citations
19.
20.
Aryee, Samuel, Li‐Yun Sun, & Qin Zhou. (2009). EMPLOYEE-ORGANIZATION RELATIONSHIP, PSYCHOLOGICAL OWNERSHIP AND CONTEXTUAL PERFORMANCE: A SOCIAL EXCHANGE PERSPECTIVE.. Academy of Management Proceedings. 2009(1). 1–6. 7 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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