Rentao Miao

883 total citations
21 papers, 630 citations indexed

About

Rentao Miao is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Sociology and Political Science. According to data from OpenAlex, Rentao Miao has authored 21 papers receiving a total of 630 indexed citations (citations by other indexed papers that have themselves been cited), including 16 papers in Organizational Behavior and Human Resource Management, 8 papers in Social Psychology and 4 papers in Sociology and Political Science. Recurrent topics in Rentao Miao's work include Job Satisfaction and Organizational Behavior (16 papers), Workplace Health and Well-being (3 papers) and Workplace Spirituality and Leadership (3 papers). Rentao Miao is often cited by papers focused on Job Satisfaction and Organizational Behavior (16 papers), Workplace Health and Well-being (3 papers) and Workplace Spirituality and Leadership (3 papers). Rentao Miao collaborates with scholars based in China, France and South Korea. Rentao Miao's co-authors include Yi Cao, Nikos Bozionelos, Wenxia Zhou, Alexander Newman, Qing Du, Lu Lu, Κωνσταντίνος Κωστόπουλος, Dora Scholarios, Béatrice van der Heijden and Denise M. Rousseau and has published in prestigious journals such as International Journal of Environmental Research and Public Health, Journal of Vocational Behavior and Frontiers in Psychology.

In The Last Decade

Rentao Miao

20 papers receiving 584 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Rentao Miao China 11 445 124 99 95 68 21 630
Craig R. Taylor Netherlands 5 338 0.8× 96 0.8× 73 0.7× 59 0.6× 25 0.4× 7 532
Zeynep Y. Yalabik United Kingdom 10 630 1.4× 227 1.8× 198 2.0× 131 1.4× 126 1.9× 19 864
Abu Daud Silong Malaysia 16 272 0.6× 113 0.9× 90 0.9× 60 0.6× 36 0.5× 59 644
Jiwon Park South Korea 10 353 0.8× 94 0.8× 113 1.1× 101 1.1× 45 0.7× 29 611
Kibum Kwon United States 8 317 0.7× 126 1.0× 97 1.0× 83 0.9× 52 0.8× 16 528
Dorothea Wahyu Ariani Indonesia 13 296 0.7× 110 0.9× 84 0.8× 85 0.9× 45 0.7× 40 563
Khulida Kirana Yahya Malaysia 12 291 0.7× 120 1.0× 84 0.8× 61 0.6× 38 0.6× 55 546
Samantha Le Chau United States 8 360 0.8× 204 1.6× 268 2.7× 30 0.3× 87 1.3× 14 636
Sajeet Pradhan India 16 499 1.1× 176 1.4× 164 1.7× 188 2.0× 63 0.9× 28 709
Kamarul Zaman Ahmad United Arab Emirates 10 422 0.9× 122 1.0× 95 1.0× 91 1.0× 35 0.5× 41 659

Countries citing papers authored by Rentao Miao

Since Specialization
Citations

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

Fields of papers citing papers by Rentao Miao

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Rentao Miao

This figure shows the co-authorship network connecting the top 25 collaborators of Rentao Miao. A scholar is included among the top collaborators of Rentao Miao 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 Rentao Miao. Rentao Miao 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.
Miao, Rentao, et al.. (2023). Organizational career growth and high-performance work systems: The roles of job crafting and organizational innovation climate. Journal of Vocational Behavior. 143. 103879–103879. 16 indexed citations
2.
Cao, Yi, et al.. (2023). The influence of leader humor on employee creativity: from the perspective of employee voice. Frontiers in Psychology. 14. 1162790–1162790. 3 indexed citations
3.
Miao, Rentao, et al.. (2022). Join forces from top and bottom: The influencial mechanism of job crafting, high-performance work system on employee innovation behavior. Current Psychology. 42(29). 25917–25930. 11 indexed citations
4.
Miao, Rentao, et al.. (2020). Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices. International Journal of Environmental Research and Public Health. 17(14). 5185–5185. 16 indexed citations
5.
Miao, Rentao, Nikos Bozionelos, Wenxia Zhou, & Alexander Newman. (2020). High-performance work systems and key employee attitudes: the roles of psychological capital and an interactional justice climate. The International Journal of Human Resource Management. 32(2). 443–477. 87 indexed citations
6.
Miao, Rentao, Lu Lu, Yi Cao, & Qing Du. (2020). The High-Performance Work System, Employee Voice, and Innovative Behavior: The Moderating Role of Psychological Safety. International Journal of Environmental Research and Public Health. 17(4). 1150–1150. 57 indexed citations
7.
Miao, Rentao, et al.. (2020). Win-Win? A Study on the Effects of High Performance Work Systems on Well-Being and Performance. Academy of Management Proceedings. 2020(1). 17834–17834. 1 indexed citations
8.
Miao, Rentao & Yi Cao. (2019). High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership. International Journal of Environmental Research and Public Health. 16(9). 1640–1640. 106 indexed citations
9.
Liu, Xingye, Chen Yang, Rentao Miao, et al.. (2018). DS1/OsEMF1 interacts with OsARF11 to control rice architecture by regulation of brassinosteroid signaling. Rice. 11(1). 46–46. 47 indexed citations
10.
Miao, Rentao & Nikos Bozionelos. (2016). Linking High-Performance Work Systems to Employee Attitudes:The Moderated Mediation Model. Academy of Management Proceedings. 2016(1). 15372–15372. 2 indexed citations
11.
Bozionelos, Nikos, Κωνσταντίνος Κωστόπουλος, Béatrice van der Heijden, et al.. (2015). Employability and Job Performance as Links in the Relationship Between Mentoring Receipt and Career Success. Group & Organization Management. 41(2). 135–171. 68 indexed citations
12.
Miao, Rentao, et al.. (2014). "High-performance Work system, Psychological Capital and Employee Attitudes£ºA Chinese Study". Academy of Management Proceedings. 2014(1). 14955–14955. 5 indexed citations
13.
Miao, Rentao, et al.. (2012). Job Satisfaction: Linking Perceived Organizational Support, Organizational Justice with Work Outcomes in China. Frontiers of Business Research in China. 6(2). 169–200. 4 indexed citations
14.
Miao, Rentao. (2011). Perceived Organizational Support, Job Satisfaction, Task Performance and Organizational Citizenship Behavior in China. Journal of Behavioral and Applied Management. 12(2). 112 indexed citations
15.
Miao, Rentao, et al.. (2010). Perceived Organizational Support, Job Satisfaction and Employee Performance: An Chinese Empirical Study. Journal of Service Science and Management. 3(2). 257–264. 56 indexed citations
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18.
Miao, Rentao, et al.. (2009). Gender as a Moderator of the Relationship between Organizational Citizenship Behaviors and Team Effectiveness in China. Asian Social Science. 5(10). 9 indexed citations
19.
20.
Ayris, Paul, et al.. (2008). The LIFE2 final project report. 6(2). 101–4. 19 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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