Rob Silzer
Impact in
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- Human Resource and Talent Management
- Employer Branding and e-HRM
- Job Satisfaction and Organizational Behavior
- Applied Psychology top 10%
- Human Resource Development and Performance Evaluation
Papers in
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- Human Resource and Talent Management 7
- Employer Branding and e-HRM 2
- AI and HR Technologies 1
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- Psychological Testing and Assessment 2
- Co-authors
- Allan H. Church (5 shared papers)Christopher T. Rotolo (1 shared paper)Walter C. Borman (1 shared paper)
- Journals
- Industrial and Organizational Psychology (6 papers)CERN Bulletin (1 paper)Dialnet (Universidad de la Rioja) (1 paper)Oxford University Press eBooks (1 paper)
- Partner nations
- United StatesUnited Kingdom
In The Last Decade
Rob Silzer
9 papers receiving 358 citations
Peers
Comparison fields: 5 of 55
- Organizational Behavior and Human Resource Management 298
- Applied Psychology 62
- General Psychology 9
- Social Psychology 128
- Management of Technology and Innovation 28
Countries citing papers authored by Rob Silzer
This map shows the geographic impact of Rob Silzer'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 Rob Silzer with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Rob Silzer more than expected).
Fields of papers citing papers by Rob Silzer
This network shows the impact of papers produced by Rob Silzer. 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 Rob Silzer. The network helps show where Rob Silzer may publish in the future.
Co-authors
The 3 scholars most cited alongside Rob Silzer, 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 | Strategy-driven talent management : a leadership imperative | 2009 | 160 |
| 2 | 2009 | 156 | |
| 3 | 2011 | 32 | |
| 4 | 2009 | 17 | |
| 5 | Going behind the Corporate Curtain with a Blue Print for Leadership Potential: An Integrated Framework for Identifying High-Potential Talent | 2013 | 15 |
| 6 | 2016 | 7 | |
| 7 | 2016 | 6 | |
| 8 | 2017 | 4 | |
| 9 | 2011 | 2 |
About Rob Silzer
Rob Silzer is a scholar working on Organizational Behavior and Human Resource Management, Applied Psychology, Social Psychology, Cardiology and Cardiovascular Medicine and Management Information Systems, having authored 9 papers that have together received 399 indexed citations. Recurring topics across this work include Human Resource and Talent Management (7 papers), Employer Branding and e-HRM (2 papers), Psychological Testing and Assessment (2 papers), Competency Development and Evaluation (2 papers), Cardiac, Anesthesia and Surgical Outcomes (1 paper), Education, Leadership, and Health Research (1 paper), AI and HR Technologies (1 paper) and Quality and Supply Management (1 paper). The work is most often cited by research in Organizational Behavior and Human Resource Management (298 citations), Applied Psychology (62 citations), General Psychology (9 citations), Social Psychology (128 citations) and Management of Technology and Innovation (28 citations). Rob Silzer has collaborated with scholars based in United States and United Kingdom. Frequent co-authors include Allan H. Church, Christopher T. Rotolo and Walter C. Borman. Their work appears in journals such as Industrial and Organizational Psychology, CERN Bulletin, Dialnet (Universidad de la Rioja) and Oxford University Press eBooks.
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.