Myriam Chiniara

Organizational Behavior and Human Resource Management · 2016–2017

A researcher in the Science corpus: 2 papers; trusts 11 researchers and is trusted by 8 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 70 citations into it; #3,633 of 8,741 by trust here, #4,186 by citations
• Social Psychology — 56 citations into it; #5,979 of 15,694 by trust here, #6,650 by citations
• Demography — 17 citations into it
• Sociology and Political Science — 15 citations into it
• Applied Psychology — 13 citations into it
• Strategy and Management — 11 citations into it
• Management Science and Operations Research — 7 citations into it

Whom Myriam Chiniara trusts overall

Their strongest outbound trust, strongest first, inferred from their citations.

1. R. Liden
2. Dirk van Dierendonck
3. Edward L. Deci
4. Richard M. Ryan
5. Mark G. Ehrhart
6. Steve W. J. Kozlowski
7. Sandy J. Wayne
8. Marylène Gagné
9. Kristopher J Preacher
10. M. Hogg

Who trusts Myriam Chiniara overall

1. Farida Saleem
2. Osman M. Karatepe
3. Jan G Langhof
4. N. Eva
5. Yingying Zhang
6. Qing Miao
7. M. Bouzari
8. Janne Kaltiainen
9. Dongkyu Kim
10. Maartje Paais

Papers from Myriam Chiniara's perspective

Ordered by how strongly the researchers Myriam Chiniara trusts endorse each paper. Same corpus, a different order for every researcher.

1. LEADERSHIP AND PERFORMANCE BEYOND EXPECTATIONS
2. Leadership and Procedural Justice Climate as Antecedents of Unit-Level Organizational Citizenship Behavior.
3. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
4. Transformational and transactional leadership: a meta-analytic test of their relative validity. (Journal of Applied Psychology)
5. The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior
6. Development and validation of brief measures of positive and negative affect: the PANAS scales.
7. Relationships at Work: Toward a Multidimensional Conceptualization of Dyadic Work Relationships
8. Leader‐member exchange, differentiation, and task interdependence: implications for individual and group performance
9. Intrinsic Motivation and Self-Determination in Human Behavior
10. Servant leadership: Development of a multidimensional measure and multi-level assessment ☆

Their papers

• Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction (2016) — 528 citations
• The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion, team task performance and service OCB (2017) — 195 citations