Kate LaPort
Impact in
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- Job Satisfaction and Organizational Behavior
- Management and Organizational Studies
- Social Psychology top 5%
- Team Dynamics and Performance
- Emotional Intelligence and Performance
Papers in
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- Team Dynamics and Performance 2
- Emotional Intelligence and Performance 2
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- Job Satisfaction and Organizational Behavior 3
- Co-authors
- José M. Cortina (2 shared papers)Vias Nicolaides (2 shared papers)Seth A. Kaplan (2 shared papers)Tiffani R. Chen (1 shared paper)Stephen J. Zaccaro (1 shared paper)Mary J. Waller (1 shared paper)Gregory A. Ruark (1 shared paper)Harvey A. Pines (1 shared paper)
- Journals
- The Leadership Quarterly (2 papers)Military Psychology (1 paper)Intelligence (1 paper)Journal of Employment Counseling (1 paper)Journal of Organizational Behavior (1 paper)
- Partner nations
- United StatesCanada
In The Last Decade
Kate LaPort
6 papers receiving 451 citations
Peers
Comparison fields: 5 of 63
- Organizational Behavior and Human Resource Management 237
- Social Psychology 237
- Communication 67
- Strategy and Management 82
- Gender Studies 43
Countries citing papers authored by Kate LaPort
This map shows the geographic impact of Kate LaPort'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 Kate LaPort with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Kate LaPort more than expected).
Fields of papers citing papers by Kate LaPort
This network shows the impact of papers produced by Kate LaPort. 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 Kate LaPort. The network helps show where Kate LaPort may publish in the future.
Co-authors
The 13 scholars most cited alongside Kate LaPort, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
| # | Work | ||
|---|---|---|---|
| 1 | 2014 | 267 | |
| 2 | 2013 | 91 | |
| 3 | 2012 | 87 | |
| 4 | 2014 | 12 | |
| 5 | 2007 | 10 | |
| 6 | 2016 | 4 |
About Kate LaPort
Kate LaPort is a scholar working on Social Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science, Communication and Political Science and International Relations, having authored 6 papers that have together received 471 indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (3 papers), Team Dynamics and Performance (2 papers), Emotional Intelligence and Performance (2 papers), Emotional Labor in Professions (1 paper), Military Technology and Strategies (1 paper), Defense, Military, and Policy Studies (1 paper), Military History and Strategy (1 paper) and Higher Education Research Studies (1 paper). The work is most often cited by research in Organizational Behavior and Human Resource Management (237 citations), Social Psychology (237 citations), Communication (67 citations), Strategy and Management (82 citations) and Gender Studies (43 citations). Kate LaPort has collaborated with scholars based in United States and Canada. Frequent co-authors include José M. Cortina, Vias Nicolaides, Seth A. Kaplan, Tiffani R. Chen, Stephen J. Zaccaro, Mary J. Waller, Gregory A. Ruark, Harvey A. Pines, Leonard A. White and Michael G. Rumsey. Their work appears in journals such as The Leadership Quarterly, Military Psychology, Intelligence, Journal of Employment Counseling and Journal of Organizational Behavior.
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.