O. Richard

Organizational Behavior and Human Resource Management · with Johnson · 2001–2020

A researcher in the Science corpus: 7 papers; trusts 7 researchers and is trusted by 8 researchers here, as inferred from the citation graph.

Subfields

Whom O. Richard trusts overall

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

  1. Lawrence M. Leemis
  2. D. van Knippenberg
  3. S. Webber
  4. D. Guest
  5. Alexandra Kalev
  6. Thomas Hugh Feeley
  7. N. Conway
  8. M. Schippers
  9. Jerry A. Hausman
  10. George B. Cunningham

Who trusts O. Richard overall

  1. Anastasia A. Katou
  2. Nai‐Wen Chi
  3. P. Budhwar
  4. A. Som
  5. M. Alagaraja
  6. Yin-Mei Huang
  7. Patrick M. Wright
  8. Muhammad Ali
  9. Muhammad Ishtiaq Ali
  10. Eduardo Melero

Papers from O. Richard's perspective

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

  1. HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE
  2. Work group diversity. (Annual Review of Psychology)
  3. A Relational Perspective on Turnover: Examining Structural, Attitudinal, and Behavioral Predictors
  4. Communicating the psychological contract: an employer perspective
  5. What's the difference? Diversity constructs as separation, variety, or disparity in organizations.
  6. Impact of highly and less job-related diversity on work group cohesion and performance: a meta-analysis
  7. The effects of diversity on business performance: Report of the diversity research network
  8. The Impact of Personality on Psychological Contracts
  9. Why Not Ascription? Organizations’ Employment of Male and Female Managers (American Sociological Review)
  10. Managing the career deal: the psychological contract as a framework for understanding career management, organizational commitment and work behavior

Their papers