Shu‐Cheng Steve

579 total citations
19 papers, 424 citations indexed

About

Shu‐Cheng Steve is a scholar working on Sociology and Political Science, Social Psychology and Organizational Behavior and Human Resource Management. According to data from OpenAlex, Shu‐Cheng Steve has authored 19 papers receiving a total of 424 indexed citations (citations by other indexed papers that have themselves been cited), including 12 papers in Sociology and Political Science, 11 papers in Social Psychology and 11 papers in Organizational Behavior and Human Resource Management. Recurrent topics in Shu‐Cheng Steve's work include Job Satisfaction and Organizational Behavior (11 papers), Cultural Differences and Values (7 papers) and Conflict Management and Negotiation (5 papers). Shu‐Cheng Steve is often cited by papers focused on Job Satisfaction and Organizational Behavior (11 papers), Cultural Differences and Values (7 papers) and Conflict Management and Negotiation (5 papers). Shu‐Cheng Steve collaborates with scholars based in Taiwan, United States and Australia. Shu‐Cheng Steve's co-authors include Ray Friedman, Wu Liu, Shuchen Chen, Chao C. Chen, Ming‐Hong Tsai, Artemis Chang, Sven Horak, Laura Rees, Inju Yang and Randall S. Peterson and has published in prestigious journals such as Journal of Applied Psychology, The Leadership Quarterly and Journal of Occupational and Organizational Psychology.

In The Last Decade

Shu‐Cheng Steve

18 papers receiving 407 citations

Peers

Shu‐Cheng Steve
Kevin S. Cruz United States
Melissa Chamberlin United States
Jian An Zhong China
Cheng-Chen Lin Taiwan
Merlijn Venus Netherlands
Nai-Wen Chi Taiwan
Sabrina Deutsch Salamon Canada
Samantha D. Hansen Canada
Jeanne Enders United States
David A. Richards Canada
Kevin S. Cruz United States
Shu‐Cheng Steve
Citations per year, relative to Shu‐Cheng Steve Shu‐Cheng Steve (= 1×) peers Kevin S. Cruz

Countries citing papers authored by Shu‐Cheng Steve

Since Specialization
Citations

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

Fields of papers citing papers by Shu‐Cheng Steve

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Shu‐Cheng Steve. 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 Shu‐Cheng Steve. The network helps show where Shu‐Cheng Steve may publish in the future.

Co-authorship network of co-authors of Shu‐Cheng Steve

This figure shows the co-authorship network connecting the top 25 collaborators of Shu‐Cheng Steve. A scholar is included among the top collaborators of Shu‐Cheng Steve 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 Shu‐Cheng Steve. Shu‐Cheng Steve is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

19 of 19 papers shown
1.
Yang, Inju, Sven Horak, & Shu‐Cheng Steve. (2020). Leader humor effectiveness—The divergent dynamics of leader humor over time in East Asia and North America. Thunderbird International Business Review. 63(3). 383–395. 5 indexed citations
2.
Rees, Laura, et al.. (2019). Anger as a trigger for information search in integrative negotiations.. Journal of Applied Psychology. 105(7). 713–731. 6 indexed citations
3.
Steve, Shu‐Cheng, et al.. (2019). Chinese acceptance of mistreatment by in-relation offenders can be neutralized by triggering a “group” collectivism perspective. European Journal of Work and Organizational Psychology. 28(3). 384–398. 4 indexed citations
4.
Steve, Shu‐Cheng, et al.. (2019). Sympathy Toward a Company Facing Disaster: Examining the Interaction Effect Between Internal Attribution and Role Similarity. The Journal of Applied Behavioral Science. 56(1). 73–106. 5 indexed citations
5.
Steve, Shu‐Cheng, et al.. (2015). Vicarious shame and psychological distancing following organizational misbehavior. Motivation and Emotion. 39(5). 795–812. 23 indexed citations
6.
Steve, Shu‐Cheng, et al.. (2013). How does negative mood affect turnover intention? The interactive effect of self-monitoring and conflict perception. European Journal of Work and Organizational Psychology. 24(1). 31–43. 13 indexed citations
7.
Steve, Shu‐Cheng, et al.. (2013). Do more hats bring more benefits? Exploring the impact of dual organizational identification on work‐related attitudes and performance. Journal of Occupational and Organizational Psychology. 86(3). 417–434. 22 indexed citations
8.
Steve, Shu‐Cheng, et al.. (2013). Beyond Offers and Counteroffers: The Impact of Interaction Time and Negotiator Job Satisfaction on Subjective Outcomes in Negotiation. Negotiation Journal. 29(1). 39–60. 4 indexed citations
9.
Chang, Artemis, Shuchen Chen, & Shu‐Cheng Steve. (2013). Role salience and support as moderators of demand/conflict relationships in China. European Journal of Work and Organizational Psychology. 23(6). 859–874. 11 indexed citations
10.
Steve, Shu‐Cheng, et al.. (2013). Trait and State: Examining the Relationship between Negative Mood and Turnover Intention. Academy of Management Proceedings. 2013(1). 14825–14825.
11.
Steve, Shu‐Cheng, et al.. (2012). Transformational Leadership and Follower Task Performance: The Role of Susceptibility to Positive Emotions and Follower Positive Emotions. Journal of Business and Psychology. 28(1). 17–29. 46 indexed citations
12.
Steve, Shu‐Cheng, et al.. (2012). When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal. The Leadership Quarterly. 24(1). 125–137. 211 indexed citations
13.
Steve, Shu‐Cheng, et al.. (2011). FOLLOWER AFFECT LINKING TRANSFORMATIONAL LEADERSHIP TO JOB PERFORMANCE: A CROSS-LEVEL ANALYSIS. Academy of Management Proceedings. 2011(1). 1–6. 3 indexed citations
14.
Steve, Shu‐Cheng, et al.. (2010). Safety Climate and Relational Conflict in the Eyes of Team Members: Examining the Role of Need for Closure. Social Behavior and Personality An International Journal. 38(1). 103–114. 2 indexed citations
15.
Tsai, Ming‐Hong, et al.. (2009). Salespeople’s Renqing Orientation, Self-esteem, and Selling Behaviors: An Empirical Study in Taiwan. Journal of Business and Psychology. 24(2). 193–200. 14 indexed citations
16.
Steve, Shu‐Cheng, et al.. (2009). Are supervisors fair mediators? The effects of personality traits and age difference on expected mediation fairness. Social Behavior and Personality An International Journal. 37(1). 59–71. 3 indexed citations
17.
Friedman, Ray, Wu Liu, Chao C. Chen, & Shu‐Cheng Steve. (2007). Causal attribution for interfirm contract violation: A comparative study of Chinese and American commercial arbitrators.. Journal of Applied Psychology. 92(3). 856–864. 19 indexed citations
18.
Steve, Shu‐Cheng, et al.. (2007). Perceived psychological contract fulfillment and job attitudes among repatriates. International Journal of Manpower. 28(6). 474–488. 29 indexed citations
19.
Peterson, Randall S., et al.. (2006). THE KEY ROLE OF PERSONAL VALUES IN DECOUPLING TASK CONFLICT FROM RELATIONSHIP CONFLICT.. Academy of Management Proceedings. 2006(1). D1–D6. 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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