The DOI matches its Crossref record.
Charged up: Creating energy in organizations
Abstract
The ability of an individual to energize others is a determinant of individual and group success. People who are “energizers” are more effective at motivating others, eliciting productive solutions, getting work done, and advancing their careers. Drawing on their research into social networks, the authors examine five dimensions of energizing relationships and offer some simple questions for determining whether you are an energizer or a de‐energizer. © 2004 by Harvard Business School Publishing Corporation
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Each is checked against this paper’s own text: does it say what the citing paper says it does?
In the citing paper
“People with a lot of energy are more productive, creative and they have a positive influence on others (Ash 1913; Cross et al. 2003; Cross and Parker 2004).”
From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Cross and Parker 2004
In the citing paper
“People with a lot of energy are more productive, creative and they have a positive influence on others (Ash 1913; Cross et al. 2003; Cross and Parker 2004).”
From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Cross and Parker 2004
In the citing paper
“Energetic employees are imperative for an organization’s success.”
From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Cross and Parker 2004
In the citing paper
“People with a lot of energy are more productive, creative and they have a positive influence on others (Ash 1913; Cross et al. 2003; Cross and Parker 2004).”
From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Cross and Parker 2004
In the citing paper
“According to Cross et al. (2003, see also Cross and Parker 2004), especially political behaviors can be extremely draining.”
From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Cross and Parker 2004
Citations
Cited by
Sorted by citations
Methot, J. R., Rosado-Solomon, E., Downes, P. E., & Gabriel, A. S. (2020) · Academy of Management Journal · doi:10.5465/amj.2018.1474 · Cited by 246
“Social emotions are part of everyday talk and experience in organizational life (Cross, Baker, & Parker, 2003), and a person ’ s level of emotional arousal can change in response to each conversational event atwork(Crossetal.,2003;Cross&Parker,2004;Quinn & Dutton,2005).”
BackgroundEnergy Management of People in Organizations: A Review and Research Agenda
Schippers, M. C., & Hogenes, R. (2011) · Journal of Business and Psychology · doi:10.1007/s10869-011-9217-6 · Cited by 91
“People with a lot of energy are more productive, creative and they have a positive influence on others (Ash 1913; Cross et al. 2003; Cross and Parker 2004).”
BackgroundAbdullah, H. O., Atshan, N. A., Al‐Abrrow, H., Alnoor, A., Valeri, M., & Bayram, G. E. (2022) · Journal of Family Business Management · doi:10.1108/jfbm-09-2022-0113 · Cited by 59
Fan, J., Wei, X., & Ko, I. (2020) · International Journal of Hospitality Management · doi:10.1016/j.ijhm.2020.102700 · Cited by 53
Altunel, M. C., & Koçak, Ö. E. (2017) · European Journal of Tourism Research · doi:10.54055/ejtr.v16i.287 · Cited by 52
Metadata
- Authors
- Cross, R., & Parker, A.
- Affiliations
- IBM (United States) (US)
- ORCID
- Parker, Andrew
- Venue
- Journal of Organizational Excellence
- Publisher
- Wiley
- Published
- 2004-08-12
- Volume
- 23
- Issue
- 4
- Pages
- 3-14
- ISSN
- 0277-8556 (ISSN-L)
- 1531-1864
- 1531-6653
- OpenAlex
- W2128047200
- Cited by
- 30
- References
- 0
- Citations by year
- 2025: 1 · 2024: 1 · 2023: 2 · 2022: 5 · 2021: 3 · 2020: 3 · 2019: 1 · 2018: 2 · 2017: 2 · 2016: 1 · 2015: 2 · 2013: 1 · 2012: 2
- FWCI
- 1.25
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- National Productivity Review (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Strategy and Management › Leadership and Management in Organizations
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Keywords
- energizers, social networks, motivation, leadership, workplace relationships, group success, career development
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
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