W. J. Heisler
- Organizational Behavior and Human Resource Management top 5%
- Social Psychology
- Strategy and Management
- Clinical Psychology
- Information Systems and Management top 10%
- Co-authors
- Gary GemmillRobert Ford
- Topics
- Job Satisfaction and Organizational Behavior (4 papers)Management and Organizational Studies (3 papers)Ethics in Business and Education (3 papers)
- Cited by
- Organizational Behavior and Human Resource ManagementInformation Systems and ManagementSocial Psychology
- Partner nations
- United StatesAustralia
In The Last Decade
W. J. Heisler
20 papers receiving 264 citations
Peers
Comparison fields: 5 of 55
- Organizational Behavior and Human Resource Management 151
- Social Psychology 77
- Strategy and Management 51
- Clinical Psychology 47
- Information Systems and Management 44
Countries citing papers authored by W. J. Heisler
This map shows the geographic impact of W. J. Heisler'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 W. J. Heisler with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites W. J. Heisler more than expected).
Fields of papers citing papers by W. J. Heisler
This network shows the impact of papers produced by W. J. Heisler. 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 W. J. Heisler. The network helps show where W. J. Heisler may publish in the future.
Co-authorship network of co-authors of W. J. Heisler
This figure shows the co-authorship network connecting the top 25 collaborators of W. J. Heisler. A scholar is included among the top collaborators of W. J. Heisler 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 W. J. Heisler. W. J. Heisler is excluded from the visualization to improve readability, since they are connected to all nodes in the network.
All Works
| # | Work | Indexed citations |
|---|---|---|
| 1 | 2 | |
| 2 | 14 | |
| 3 | 0 | |
| 4 | 0 | |
| 5 | The Culture Fit Factor: Creating an Employment Brand that Attracts, Retains, and Repels the Right Employees (Book Summary) | 1 |
| 6 | 11 | |
| 7 | 4 | |
| 8 | 11 | |
| 9 | 1 | |
| 10 | 2 | |
| 11 | 13 | |
| 12 | 2 | |
| 13 | 6 | |
| 14 | 30 | |
| 15 | 1 | |
| 16 | 19 | |
| 17 | 1 | |
| 18 | 9 | |
| 19 | 67 | |
| 20 | 36 |
About W. J. Heisler
W. J. Heisler is a scholar working on Organizational Behavior and Human Resource Management, Management of Technology and Innovation and Information Systems and Management, having authored 25 papers that have together received 314 indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (4 papers), Management and Organizational Studies (3 papers) and Ethics in Business and Education (3 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (151 citations), Information Systems and Management (44 citations) and Social Psychology (77 citations). W. J. Heisler has collaborated with scholars based in United States and Australia. Frequent co-authors include Gary Gemmill and Robert Ford. Their work appears in journals such as Academy of Management Review, Academy of Management Journal and Journal of Applied Psychology.
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.