Stephen Wood

Organizational Behavior and Human Resource Management · with Wall · 2003–2013

A researcher in the Science corpus: 11 papers; trusts 22 researchers and is trusted by 13 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 65 citations into it; #2,243 of 8,741 by trust here, #1,570 by citations
• General Health Professions — 29 citations into it; #892 of 4,781 by trust here, #612 by citations
• Strategy and Management — 28 citations into it
• Social Psychology — 19 citations into it; #8,302 of 15,694 by trust here, #8,056 by citations
• Sociology and Political Science — 14 citations into it
• Applied Psychology — 13 citations into it; #1,497 of 3,868 by trust here, #2,045 by citations
• Accounting — 11 citations into it
• Economics and Econometrics — 11 citations into it

Whom Stephen Wood trusts overall

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

1. Sean A. Way
2. R. G. Schroeder
3. Deepak K. Datta
4. J. Nezlek
5. W. Evans
6. Patrick M. Wright
7. Mark A. Griffin
8. D. Guest
9. A. Rafferty
10. L. M. de Menezes

Who trusts Stephen Wood overall

1. Thomas W. H. Ng
2. L. M. de Menezes
3. F. Green
4. L. D. Menezes
5. E. W. Morrison
6. Viktoria Oppenauer
7. Bruce E. Kaufman
8. Daniel C. Ganster
9. Mahlagha Darvishmotevali
10. D. Feldman

Papers from Stephen Wood's perspective

Ordered by how strongly the researchers Stephen Wood 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. HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE
3. Manufacturing Advantage: Why High-Performance Work Systems Pay Off
4. Book Review : Structural Equations with Latent Variables Kenneth A. Bollen New York: Wiley, 1989, 514 pp., approx. $44.95
5. A new model of work role performance: Positive behavior in uncertain and interdependent contexts
6. A Critical Assessment of the High-Performance Paradigm
7. On the validity of subjective measures of company performance
8. The Effects of Flexibility in Employee Skills, Employee Behaviors, and Human Resource Practices on Firm Performance
9. THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER
10. Multilevel analysis : an introduction to basic and advanced multilevel modeling

Their papers

• Work enrichment and employee voice in human resource management-performance studies (2007) — 249 citations
• On the validity of subjective measures of company performance (2004) — 1,182 citations
• Family‐Friendly Management in Great Britain: Testing Various Perspectives (2003) — 116 citations
• Employment Relations in the Shadow of Recession (2013) — 164 citations
• High involvement management, high-performance work systems and well-being (2011) — 288 citations
• Organizational climate, relative psychological climate and job satisfaction: The example of supportive leadership climate (2009) — 105 citations
• Comparing perspectives on high involvement management and organizational performance across the British economy (2008) — 141 citations
• Job characteristics, employee voice and well‐being in Britain (2008) — 117 citations
• THE IMPACT OF HUMAN RESOURCE AND OPERATIONAL MANAGEMENT PRACTICES ON COMPANY PRODUCTIVITY: A LONGITUDINAL STUDY (2008) — 436 citations
• An intra‐individual test of the demands‐control model: A weekly diary study of psychological strain in portfolio workers (2006) — 192 citations
• Human Resource Management as a Substitute for Trade Unions in British Workplaces (2005) — 126 citations