Shuming Zhao

2.3k total citations
75 papers, 1.7k citations indexed

About

Shuming Zhao is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology and Strategy and Management. According to data from OpenAlex, Shuming Zhao has authored 75 papers receiving a total of 1.7k indexed citations (citations by other indexed papers that have themselves been cited), including 40 papers in Organizational Behavior and Human Resource Management, 21 papers in Social Psychology and 17 papers in Strategy and Management. Recurrent topics in Shuming Zhao's work include Job Satisfaction and Organizational Behavior (31 papers), Innovation and Knowledge Management (12 papers) and Workaholism, burnout, and well-being (7 papers). Shuming Zhao is often cited by papers focused on Job Satisfaction and Organizational Behavior (31 papers), Innovation and Knowledge Management (12 papers) and Workaholism, burnout, and well-being (7 papers). Shuming Zhao collaborates with scholars based in China, United States and Australia. Shuming Zhao's co-authors include Shaoming Zou, Eric Fang, Shuo Wang, Jianwu Jiang, Meng Xi, Lijing Zhao, Qin Xu, Liping Duan, Yaoyu Feng and Lin Wang and has published in prestigious journals such as Journal of Business Research, Journal of Business Ethics and Journal of Organizational Behavior.

In The Last Decade

Shuming Zhao

73 papers receiving 1.6k citations

Peers

Shuming Zhao

OBHRM

SPS

PARAS

David McGuire United Kingdom

Gregory A. Rich United States

Doo Hun Lim United States

Alper Ertürk Türkiye

Matthew Jones United Kingdom

Usman Ghani Pakistan

Kathryn Stafford United States

Rajen K. Gupta India

Anne Mette Kjeldsen Denmark

Muhammad Jamal Haider Pakistan

David McGuire United Kingdom

Shuming Zhao

849 ×1.2

OBHRM

317 ×0.6

302 ×1.2

SPS

334 ×1.6

116 ×0.7

PARAS

Citations per year, relative to Shuming Zhao Shuming Zhao (= 1×) peers David McGuire

Countries citing papers authored by Shuming Zhao

Since Specialization

Citations

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

Fields of papers citing papers by Shuming Zhao

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

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

Co-authorship network of co-authors of Shuming Zhao

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

All Works

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20 of 20 papers shown

Zhao, Shuming, et al.. (2025). “Remaining Vigilant” While “Enjoying Prosperity”: How Artificial Intelligence Usage Impacts Employees’ Innovative Behavior and Proactive Skill Development. Behavioral Sciences. 15(4). 465–465. 2 indexed citations

Mao, Chao, et al.. (2024). Are cities genuinely healthy? Diagnosis of urban development from the perspective of adaptive capacity. Sustainable Cities and Society. 108. 105494–105494. 8 indexed citations

Ma, Yufei, et al.. (2024). Perceived greenwashing and employee green behavior: The roles of green organizational identity and self‐serving leadership. Business Ethics the Environment & Responsibility. 34(4). 1475–1486. 3 indexed citations

Zhao, Lijing, et al.. (2023). How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance. Personnel Review. 53(7). 1666–1686. 7 indexed citations

Zhao, Lijing, Phillip M. Jolly, & Shuming Zhao. (2022). Do illegitimate tasks undermine hospitality employees’ proactive customer service performance? A moderated dual-path model. Journal of Hospitality Marketing & Management. 32(1). 95–121. 21 indexed citations

Zhao, Lijing, et al.. (2021). To share or not to share? A moderated mediation model of the relationship between perceived overqualification and knowledge sharing. Baltic Journal of Management. 16(5). 681–698. 23 indexed citations

Xu, Yunfei, et al.. (2021). The Effect of Inclusive Leadership on Follower Proactive Behavior: The Social Influence Theory Perspective. 33(6). 201. 5 indexed citations

Zhao, Shuming, et al.. (2019). High‐performance work systems and work–family interface: job autonomy and self‐efficacy as mediators. Asia Pacific Journal of Human Resources. 58(1). 128–148. 51 indexed citations

Xi, Meng, et al.. (2019). The Role of employees’ perceptions of HPWS in the HPWS-performance relationship: A multilevel perspective. Asia Pacific Journal of Management. 38(3). 1113–1138. 36 indexed citations

10.

Zhao, Shuming, et al.. (2019). Innovation, dynamic capabilities, leadership, and action plan. Journal of Enterprising Communities People and Places in the Global Economy. 14(1). 113–127. 17 indexed citations

11.

Ma, Ling, Xin Chen, & Shuming Zhao. (2018). Corporate Social Responsibility in Organizational Behavior and Human Resource Management: Literature Review and Prospects. Waiguo jingji yu guanli. 40(6). 59–72. 2 indexed citations

12.

Zhao, Shuming, et al.. (2016). The Effect of Emotional Creativity on Employees' Innovative Behavior: Social Constructivist View of Emotion Perspective. 39(1). 130. 2 indexed citations

13.

Xi, Meng, Qin Xu, Xiaoyu Wang, & Shuming Zhao. (2016). Partnership Practices, Labor Relations Climate, and Employee Attitudes: Evidence from China. Industrial and Labor Relations Review. 70(5). 1196–1218. 11 indexed citations

14.

Zhao, Shuming, et al.. (2014). Institutional influence, cognition and competence of top managers and innovative firms. Chinese Management Studies. 8(1). 41–65. 3 indexed citations

15.

Zhao, Shuming. (2013). Economic Predicament and Countermeasure in the Transformation of Labor Relations——The Case of Manufacturing Industry. Huadong jingji guanli. 1 indexed citations

16.

Zhao, Shuming. (2012). A Study on the Differences of Human Resource Management among Chinese,American and European Companies and Human Resource Management Application in Chinese Local Companies. Guanli xuebao.

17.

Zhao, Shuming, et al.. (2012). Research on the evaluation model of Chinese enterprises' technological innovation system. Chinese Management Studies. 6(1). 65–77. 6 indexed citations

18.

Zhao, Shuming. (2011). An Empirical Study on the Relationship of Social Exchange and Economic Exchange to Affective Commitment and Turnover Intention:Moderating Role of Leader-Member Exchange Relationship. Science of Science and Management of S.& T. 1 indexed citations

19.

Zhao, Shuming. (2006). Human Resource Management Practices and Firm Performance:An Empirical Study of Chinese Manufacturing Listed-companies. Forecasting. 3 indexed citations

20.

Zhao, Shuming. (2005). Research on the Relations between Organization Commitment, Organization Citizenship Behavior and Demission Tendency. Science of Science and Management of S.& T. 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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