L. Weng

Organizational Behavior and Human Resource Management · with Chen · 2018

A researcher in the Science corpus: 1 paper; trusts 20 researchers and is trusted by 0 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 32 citations into it
• Social Psychology — 22 citations into it
• Sociology and Political Science — 13 citations into it
• Gender Studies — 8 citations into it

Whom L. Weng trusts overall

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

1. J. Colquitt
2. R. Liden
3. Tom Tyler
4. C. D. De Dreu
5. D. Hooper
6. Li Ma

Papers from L. Weng's perspective

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

1. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
2. The Social Identity Theory of Intergroup Behavior.
3. Leadership and Procedural Justice Climate as Antecedents of Unit-Level Organizational Citizenship Behavior.
4. JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE
5. Task versus relationship conflict, team performance, and team member satisfaction: a meta-analysis. (Journal of Applied Psychology)
6. An Integrative Model Of Organizational Trust
7. Relational leadership and team climates: Pitting differentiation versus agreement
8. Leader–member exchange in teams: An examination of the interaction between relationship differentiation and mean LMX in explaining team-level outcomes
9. Leader‐member exchange, differentiation, and task interdependence: implications for individual and group performance
10. Proactive Behavior in Organizations

Their papers

• What Is Wrong With Treating Followers Differently? The Basis of Leader–Member Exchange Differentiation Matters (2018) — 88 citations