Scott E. Seibert
Impact in
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- Job Satisfaction and Organizational Behavior
- Family Business Performance and Succession
- Business and International Management top 0.05%
- Innovation and Socioeconomic Development
Papers in
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- Job Satisfaction and Organizational Behavior 18
- Human Resource and Talent Management 5
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- Emotional Intelligence and Performance 4
- Co-authors
- Maria L. Kraimer (27 shared papers)Hao Zhao (3 shared papers)J. Michael Crant (3 shared papers)Robert C. Liden (6 shared papers)Gerald E. Hills (2 shared papers)W. Alan Randolph (3 shared papers)Seth R. Silver (3 shared papers)G. T. Lumpkin (1 shared paper)
- Journals
- Journal of Applied Psychology (10 papers)Academy of Management Journal (5 papers)Journal of Vocational Behavior (3 papers)Personnel Psychology (3 papers)Journal of Management (3 papers)
- Partner nations
- United StatesAustraliaNetherlands
In The Last Decade
Scott E. Seibert
59 papers receiving 13.9k citations
Scott E. Seibert's Hit Papers
Peers
Comparison fields: 5 of 146
- Organizational Behavior and Human Resource Management 7.7k
- Business and International Management 1.3k
- Management of Technology and Innovation 4.7k
- Social Psychology 3.4k
- Communication 1.1k
Countries citing papers authored by Scott E. Seibert
This map shows the geographic impact of Scott E. Seibert'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 Scott E. Seibert with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Scott E. Seibert more than expected).
Fields of papers citing papers by Scott E. Seibert
This network shows the impact of papers produced by Scott E. Seibert. 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 Scott E. Seibert. The network helps show where Scott E. Seibert may publish in the future.
Co-authors
The 25 scholars most cited alongside Scott E. Seibert, linked wherever they have co-authored with each other. Click a name or a connecting line to browse the papers they share.
All Works
Showing the 20 most-cited of 61 papers — load more, or switch the sort, to bring in the rest.
| # | Work | ||
|---|---|---|---|
| 1 | The Mediating Role of Self-Efficacy in the Development of Entrepreneurial Intentions. Hit paper breakdown → | 2005 | 2294 |
| 2 | A SOCIAL CAPITAL THEORY OF CAREER SUCCESS. Hit paper breakdown → | 2001 | 1678 |
| 3 | Proactive personality and career success. Hit paper breakdown → | 1999 | 1279 |
| 4 | The Big Five personality dimensions and entrepreneurial status: A meta-analytical review. Hit paper breakdown → | 2006 | 1252 |
| 5 | WHAT DO PROACTIVE PEOPLE DO? A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS Hit paper breakdown → | 2001 | 1248 |
| 6 | The Relationship of Personality to Entrepreneurial Intentions and Performance: A Meta-Analytic Review Hit paper breakdown → | 2009 | 1148 |
| 7 | Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Hit paper breakdown → | 2011 | 1105 |
| 8 | TAKING EMPOWERMENT TO THE NEXT LEVEL: A MULTIPLE-LEVEL MODEL OF EMPOWERMENT, PERFORMANCE, AND SATISFACTION. Hit paper breakdown → | 2004 | 631 |
| 9 | The Five-Factor Model of Personality and Career Success Hit paper breakdown → | 2001 | 605 |
| 10 | Taking Empowerment to the Next Level: A Multiple-Level Model of Empowerment, Performance, and Satisfaction Hit paper breakdown → | 2004 | 600 |
| 11 | A Tale of Two Sample Sources: Do Results from Online Panel Data and Conventional Data Converge? Hit paper breakdown → | 2018 | 451 |
| 12 | 2010 | 389 | |
| 13 | 2001 | 296 | |
| 14 | 2012 | 219 | |
| 15 | Tales of the unexpected: Integrating career shocks in the contemporary careers literature Hit paper breakdown → | 2018 | 214 |
| 16 | 1999 | 209 | |
| 17 | 2014 | 154 | |
| 18 | 1999 | 138 | |
| 19 | 1999 | 119 | |
| 20 | 2015 | 104 |
About Scott E. Seibert
Scott E. Seibert is a scholar working on Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science, Education and Management of Technology and Innovation, having authored 61 papers that have together received 15.3k indexed citations. Recurring topics across this work include Job Satisfaction and Organizational Behavior (18 papers), Entrepreneurship Studies and Influences (10 papers), Higher Education and Employability (8 papers), Career Development and Diversity (6 papers), Human Resource and Talent Management (5 papers), Gender Diversity and Inequality (5 papers), Human Resource Development and Performance Evaluation (4 papers) and Emotional Intelligence and Performance (4 papers). The work is most often cited by research in Organizational Behavior and Human Resource Management (7.7k citations), Business and International Management (1.3k citations), Management of Technology and Innovation (4.7k citations), Social Psychology (3.4k citations) and Communication (1.1k citations). Scott E. Seibert has collaborated with scholars based in United States, Australia and Netherlands. Frequent co-authors include Maria L. Kraimer, Hao Zhao, J. Michael Crant, Robert C. Liden, Gerald E. Hills, W. Alan Randolph, Seth R. Silver, G. T. Lumpkin, Gang Wang and Stephen H. Courtright. Their work appears in journals such as Journal of Applied Psychology, Academy of Management Journal, Journal of Vocational Behavior, Personnel Psychology and Journal of Management.
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.