Hit papers significantly outperform the citation benchmark for their cohort. A paper qualifies
if it has ≥500 total citations, achieves ≥1.5× the top-1% citation threshold for papers in the
same subfield and year (this is the minimum needed to enter the top 1%, not the average
within it), or reaches the top citation threshold in at least one of its specific research
topics.
The role of organisational support in teleworker wellbeing: A socio-technical systems approach
2015359 citationsTim Bentley, Stephen Teo et al.profile →
Emotional intelligence, job satisfaction, well‐being and engagement: explaining organisational commitment and turnover intentions in policing
This map shows the geographic impact of Stephen Teo'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 Stephen Teo with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Stephen Teo more than expected).
This network shows the impact of papers produced by Stephen Teo. 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 Stephen Teo. The network helps show where Stephen Teo may publish in the future.
Co-authorship network of co-authors of Stephen Teo
This figure shows the co-authorship network connecting the top 25 collaborators of Stephen Teo.
A scholar is included among the top collaborators of Stephen Teo 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 Stephen Teo. Stephen Teo is excluded from
the visualization to improve readability, since they are connected to all nodes in the network.
Galvin, Peter, Nicholas Burton, Prakash J. Singh, et al.. (2020). Network rivalry, Competition and Innovation. Technological Forecasting and Social Change. 161. 120253–120253.19 indexed citations
Gardner, Dianne, Michael P. O’Driscoll, Helena D. Cooper–Thomas, et al.. (2016). Predictors of Workplace Bullying and Cyber-Bullying in New Zealand. Northumbria Research Link (Northumbria University).1 indexed citations
Ho, Marcus & Stephen Teo. (2015). The state of human resource (HR) competency research: Charting the research development of HR competencies and examining the signals from industry in New Zealand. RMIT Research Repository (RMIT University Library). 40(2). 71–89.2 indexed citations
14.
Teo, Stephen, et al.. (2013). Context-Specific Stressors, Work-Related Social Support and Work-Family Conflict: A Mediation Study. QUT ePrints (Queensland University of Technology). 38(1). 14–26.4 indexed citations
15.
Baker, Ellen, Melanie Kan, Jenny Onyx, & Stephen Teo. (2009). Managing dualities in a collaborative non-profit network. UTS ePRESS (University of Technology Sydney). 15(1). 101–114.1 indexed citations
16.
Teo, Stephen, et al.. (2009). Forms of Informal Management Controls in Overseas Japanese Companies: A Qualitative Study. eSpace (Curtin University). 9(1). 64–82.1 indexed citations
17.
Teo, Stephen, et al.. (2007). Pick Me!: Perceptual Differences of Graduate Recruitment and Selection Methods. eSpace (Curtin University). 7(1). 1–10.3 indexed citations
18.
Rodwell, John & Stephen Teo. (2003). The Need to Accumulate Human Capital Across Levels of Export Intensity: Activating Resources that are Increasingly Difficult to Mobilise. UTS ePRESS (University of Technology Sydney). 11(2). 17–31.1 indexed citations
19.
Teo, Stephen, et al.. (1999). Work Intensification and Social Relations: A Study of Enterprise Agreements in the Queensland Food Processing Industry. Griffith Research Online (Griffith University, Queensland, Australia). 7(1). 105–124.1 indexed citations
20.
Teo, Stephen & Mark A. Shadur. (1995). Integration of HRM with Strategic Management in the Foreign Banks. International journal of employment studies. 3(2). 145.1 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.