Serena Wee

1.3k total citations
38 papers, 808 citations indexed

About

Serena Wee is a scholar working on Social Psychology, Experimental and Cognitive Psychology and Organizational Behavior and Human Resource Management. According to data from OpenAlex, Serena Wee has authored 38 papers receiving a total of 808 indexed citations (citations by other indexed papers that have themselves been cited), including 14 papers in Social Psychology, 11 papers in Experimental and Cognitive Psychology and 10 papers in Organizational Behavior and Human Resource Management. Recurrent topics in Serena Wee's work include Job Satisfaction and Organizational Behavior (7 papers), Personality Traits and Psychology (7 papers) and Gender Diversity and Inequality (7 papers). Serena Wee is often cited by papers focused on Job Satisfaction and Organizational Behavior (7 papers), Personality Traits and Psychology (7 papers) and Gender Diversity and Inequality (7 papers). Serena Wee collaborates with scholars based in Australia, United States and Singapore. Serena Wee's co-authors include Norman P. Li, Peter K. Jonason, Aaron S. Benjamin, Daniel A. Newman, Q. Chelsea Song, Patrick D. Dunlop, Chris J. Jackson, Nathan R. Kuncel, Sarah A. Hezlett and Bradley J. Brummel and has published in prestigious journals such as Psychological Bulletin, SHILAP Revista de lepidopterología and Journal of Applied Psychology.

In The Last Decade

Serena Wee

35 papers receiving 759 citations

Peers — A (Enhanced Table)

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

Name h Career Trend Papers Cites
Serena Wee Australia 16 289 227 157 148 134 38 808
Samuel T. McAbee United States 13 248 0.9× 260 1.1× 225 1.4× 115 0.8× 104 0.8× 25 796
Maynard Goff United States 11 383 1.3× 236 1.0× 380 2.4× 237 1.6× 45 0.3× 17 1.0k
Judith Olson United States 8 270 0.9× 181 0.8× 95 0.6× 51 0.3× 64 0.5× 14 999
Hairong Song United States 14 207 0.7× 174 0.8× 118 0.8× 91 0.6× 42 0.3× 29 651
Phill Gagné United States 10 153 0.5× 135 0.6× 103 0.7× 45 0.3× 59 0.4× 20 775
Jinyan Fan United States 20 544 1.9× 360 1.6× 121 0.8× 276 1.9× 29 0.2× 49 1.1k
David J. Pittenger United States 14 172 0.6× 147 0.6× 105 0.7× 41 0.3× 90 0.7× 38 798
Sarah Humberg Germany 11 352 1.2× 266 1.2× 223 1.4× 77 0.5× 36 0.3× 30 719
Robert N. Kilcullen United States 11 286 1.0× 122 0.5× 216 1.4× 226 1.5× 27 0.2× 17 711
Gary N. Burns United States 17 345 1.2× 366 1.6× 132 0.8× 271 1.8× 36 0.3× 47 933

Countries citing papers authored by Serena Wee

Since Specialization
Citations

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

Fields of papers citing papers by Serena Wee

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Serena Wee

This figure shows the co-authorship network connecting the top 25 collaborators of Serena Wee. A scholar is included among the top collaborators of Serena Wee 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 Serena Wee. Serena Wee 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.
Wee, Serena, et al.. (2025). Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.. Journal of Applied Psychology. 111(3). 370–387.
2.
Wee, Serena, et al.. (2024). Gender Differences in Vocational Interests Across 57 Countries: A Test of the Interest–Gender-Equality Paradox. Social Psychological and Personality Science. 16(1). 27–44.
3.
Bowden, Vanessa K., et al.. (2024). Operator selection for human-automation teaming: The role of manual task skill in predicting automation failure intervention. Applied Ergonomics. 118. 104288–104288. 3 indexed citations
4.
Bipp, Tanja, et al.. (2024). The Relationship Between Game-Related Assessment and Traditional Measures of Cognitive Ability—A Meta-Analysis. Journal of Intelligence. 12(12). 129–129. 2 indexed citations
5.
Wee, Serena, Daniel A. Newman, & Rong Su. (2023). Hiring on vocational interests to simultaneously improve validity and organizational diversity. International Journal of Selection and Assessment. 31(4). 504–508. 3 indexed citations
6.
Wee, Serena, et al.. (2023). Personnel Selection in Australia: Identifying Research-Practice Gaps and Understanding the Importance of Culture Fit. SHILAP Revista de lepidopterología. 9(1). 2 indexed citations
7.
Song, Q. Chelsea, et al.. (2023). Adverse impact reduction and job performance optimization via pareto-optimal weighting: A shrinkage formula and regularization technique using machine learning.. Journal of Applied Psychology. 108(9). 1461–1485. 6 indexed citations
8.
Anglim, Jeromy, et al.. (2022). Personality and intelligence: A meta-analysis.. Psychological Bulletin. 148(5-6). 301–336. 57 indexed citations
9.
Bowden, Vanessa K., et al.. (2022). Return-to-Manual Performance can be Predicted Before Automation Fails. Human Factors The Journal of the Human Factors and Ergonomics Society. 66(5). 1333–1349. 6 indexed citations
10.
Curtis, Guy J. & Serena Wee. (2021). Are Individual Differences in Information-Processing Styles Related to Transformational Leadership? A Test of the Cognitive Experiential Leadership Model. Frontiers in Psychology. 12. 599008–599008. 2 indexed citations
11.
Wee, Serena, et al.. (2020). Older workers and poor performance: Examining the association of age stereotypes with expected work performance quality. International Journal of Selection and Assessment. 28(4). 510–521. 11 indexed citations
12.
Song, Q. Chelsea, Serena Wee, & Daniel A. Newman. (2017). Diversity shrinkage: Cross-validating pareto-optimal weights to enhance diversity via hiring practices.. Journal of Applied Psychology. 102(12). 1636–1657. 23 indexed citations
13.
Wee, Serena, Daniel A. Newman, & Q. Chelsea Song. (2015). More Than g-Factors: Second-Stratum Factors Should Not Be Ignored. Industrial and Organizational Psychology. 8(3). 482–488. 4 indexed citations
14.
Wee, Serena. (2014). Compromises in career-related decisions: Examining the role of compromise severity.. Journal of Counseling Psychology. 61(4). 593–604. 7 indexed citations
15.
Jonason, Peter K., Serena Wee, & Norman P. Li. (2014). Thinking Bigger and Better About “Bad Apples”: Evolutionary Industrial–Organizational Psychology and the Dark Triad. Industrial and Organizational Psychology. 7(1). 117–121. 25 indexed citations
16.
Jonason, Peter K., Serena Wee, & Norman P. Li. (2014). Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction. Personality and Individual Differences. 72. 112–116. 92 indexed citations
17.
Wee, Serena, Daniel A. Newman, & Dana L. Joseph. (2013). More than g: Selection quality and adverse impact implications of considering second-stratum cognitive abilities.. Journal of Applied Psychology. 99(4). 547–563. 31 indexed citations
18.
Benjamin, Aaron S., et al.. (2009). Signal detection with criterion noise: Applications to recognition memory.. Psychological Review. 116(1). 84–115. 100 indexed citations
19.
Dalal, Reeshad S., Bradley J. Brummel, Serena Wee, & Lisa L. Thomas. (2008). Defining Employee Engagement for Productive Research and Practice. Industrial and Organizational Psychology. 1(1). 52–55. 60 indexed citations
20.
Wee, Serena, et al.. (2004). Capturing attention when attention "blinks".. Journal of Experimental Psychology Human Perception & Performance. 30(3). 598–612. 15 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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