J. Gould-Williams

Organizational Behavior and Human Resource Management · 2002–2015

A researcher in the Science corpus: 9 papers; trusts 45 researchers and is trusted by 22 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 134 citations into it; #1,218 of 8,741 by trust here, #1,458 by citations
• Public Administration — 54 citations into it; #53 of 1,097 by trust here, #48 by citations
• Sociology and Political Science — 44 citations into it; #2,693 of 22,756 by trust here, #7,219 by citations
• Social Psychology — 26 citations into it
• General Health Professions — 24 citations into it
• Management Information Systems — 23 citations into it; #3,223 of 3,376 by trust here, #363 by citations
• Strategy and Management — 19 citations into it
• Applied Psychology — 17 citations into it

Whom J. Gould-Williams trusts overall

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

1. Sangmook Kim
2. Leonard Bright
3. D. Guest
4. E. Whitener
5. L. Harris
6. Kibeom Lee
7. Patrick M. Wright
8. J. Paauwe
9. J. Godard
10. Daniel M. Cable

Who trusts J. Gould-Williams overall

1. T. Ashikali
2. Hsu-Hsin Chiang
3. A. Mostafa
4. Alexander Newman
5. S. Groeneveld
6. E. Marescaux
7. Tzu-Shian Han
8. Jaclyn M. Jensen
9. R. M. Walker
10. E. Straub

Papers from J. Gould-Williams's perspective

Ordered by how strongly the researchers J. Gould-Williams trusts endorse each paper. Same corpus, a different order for every researcher.

1. A comparison of methods to test mediation and other intervening variable effects. (Psychological methods)
2. CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT
3. Manufacturing Advantage: Why High-Performance Work Systems Pay Off
4. Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling
5. A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas
6. THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER
7. ORGANIZATIONAL CITIZENSHIP BEHAVIOR: ITS NATURE AND ANTECEDENTS
8. Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit.
9. EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS, AND CUSTOMER SATISFACTION
10. HUMAN RESOURCE MANAGEMENT AND LABOR PRODUCTIVITY: DOES INDUSTRY MATTER?

Their papers

• HR practices, organizational climate and employee outcomes: evaluating social exchange relationships in local government (2007) — 322 citations
• Plans, performance information and accountability: the case of Best Value (2002) — 129 citations
• High-Performance Human Resource Practices and Employee Outcomes: The Mediating Role of Public Service Motivation (2015) — 171 citations
• Public Service Motivation and Employee Outcomes in the Egyptian Public Sector: Testing the Mediating Effect of Person-Organization Fit (2015) — 213 citations
• Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector (2014) — 127 citations
• Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter? (2014) — 93 citations
• Unlocking the black box: exploring the link between high-performance work systems and performance. (2011) — 654 citations
• Explaining the Adoption of Innovation: An Empirical Analysis of Public Management Reform (2005) — 152 citations
• Planning and performance in public organizations An empirical analysis (2003) — 146 citations