M. Campion

Organizational Behavior and Human Resource Management · 2001–2017

A researcher in the Science corpus: 18 papers; trusts 25 researchers and is trusted by 42 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 85 citations into it; #580 of 8,741 by trust here, #277 by citations
• Sociology and Political Science — 52 citations into it; #8,684 of 22,756 by trust here, #6,703 by citations
• Social Psychology — 51 citations into it; #8,263 of 15,694 by trust here, #1,739 by citations
• Clinical Psychology — 42 citations into it; #4,621 of 8,024 by trust here, #788 by citations
• Gender Studies — 18 citations into it; #392 of 4,924 by trust here, #278 by citations
• Experimental and Cognitive Psychology — 11 citations into it
• General Health Professions — 11 citations into it; #1,294 of 4,781 by trust here, #1,174 by citations
• Communication — 9 citations into it; #3,365 of 3,460 by trust here, #1,890 by citations

Whom M. Campion trusts overall

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

1. Kevin S. Groves
2. M. Tims
3. P. Lachenbruch
4. F. Morgeson
5. Maria Lungu
6. Susan T. Fiske
7. Arnold B. Bakker
8. Amy Wrzesniewski
9. T. Judge
10. Todd D. Nelson

Who trusts M. Campion overall

1. F. Morgeson
2. Adam M. Grant
3. T. Judge
4. Shaw-Chiang Wong
5. Stephen E. Humphrey
6. Sharon K. Parker
7. Philipp Wolfgang Lichtenthaler
8. Thomas W. H. Ng
9. H. Zacher
10. J. Levashina

Papers from M. Campion's perspective

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

1. Crafting a Job: Revisioning Employees as Active Crafters of Their Work
2. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
3. Personality and job performance: the Big Five revisited. (Journal of Applied Psychology)
4. Personality and leadership: a qualitative and quantitative review. (Journal of Applied Psychology)
5. Inequity In Social Exchange
6. Relationship of personality to performance motivation: a meta-analytic review. (Journal of Applied Psychology)
7. Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences
8. Using theory to evaluate personality and job-performance relations: a socioanalytic perspective. (Journal of Applied Psychology)
9. UNDERSTANDING WORK USING THE OCCUPATIONAL INFORMATION NETWORK (O*NET): IMPLICATIONS FOR PRACTICE AND RESEARCH
10. PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW

Their papers

• RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS (2007) — 664 citations
• A Role–resource Approach–avoidance Model of Job Crafting: A Multimethod Integration and Extension of Job Crafting Theory (2017) — 453 citations
• What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context (2007) — 139 citations
• APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS) (2001) — 446 citations
• DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING (2011) — 694 citations
• The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014) — 446 citations
• The leadership skills strataplex: Leadership skill requirements across organizational levels (2007) — 579 citations
• Understanding reactions to job redesign: A quasi-experimental investigation of the moderating effects of organizational context on perceptions of performance behavior. (2006) — 98 citations
• ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS (2010) — 110 citations
• Getting Rid of Performance Ratings: Genius or Folly? A Debate (2016) — 199 citations
• Downsizing Effects on Survivors: Layoffs, Offshoring, and Outsourcing (2010) — 100 citations
• Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions† (2009) — 1,012 citations
• ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION (2007) — 290 citations
• Coming Full Circle: Using Research and Practice to Address 27 Questions About 360-Degree Feedback Programs. (2005) — 87 citations
• SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE (2005) — 558 citations
• PROFILES IN QUITTING: INTEGRATING PROCESS AND CONTENT TURNOVER THEORY (2004) — 436 citations
• BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME (2002) — 385 citations
• MINIMIZING TRADEOFFS WHEN REDESIGNING WORK: EVIDENCE FROM A LONGITUDINAL QUASI‐EXPERIMENT (2002) — 126 citations