Tom Redman

Organizational Behavior and Human Resource Management · 2001–2016

A researcher in the Science corpus: 7 papers; trusts 11 researchers and is trusted by 22 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 81 citations into it; #2,172 of 8,741 by trust here, #2,326 by citations
• Social Psychology — 22 citations into it
• General Health Professions — 21 citations into it; #1,480 of 4,781 by trust here, #2,652 by citations
• Strategy and Management — 13 citations into it
• Radiological and Ultrasound Technology — 5 citations into it

Whom Tom Redman trusts overall

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

1. J. Paauwe
2. Philip M. Podsakoff
3. David G. Allen
4. Anthea Zacharatos
5. Arnold B. Bakker
6. Florence Stinglhamber
7. Evangelia Demerouti
8. E. Snape
9. James Bishop
10. Julian Barling

Who trusts Tom Redman overall

1. Émilie Lapointe
2. Jos Akkermans
3. Florian Kunze
4. Jamie Macdonald
5. Stephan A. Boehm
6. Christian Vandenberghe
7. S. Kubasch
8. Giovanni Di Stefano
9. Sheri R. Levy
10. Liat Ayalon

Papers from Tom Redman's perspective

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

1. Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research
2. The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process
3. Support, Commitment, and Employee Outcomes in a Team Environment
4. High-performance work systems and occupational safety. (Journal of Applied Psychology)
5. The Relationship of Internal and External Commitment Foci to Objective Job Performance Measures
6. HRM and Performance: Achievements, Methodological Issues and Prospects
7. Does Cultural Socialization Predict Multiple Bases and Foci of Commitment
8. Perceived organizational support: a review of the literature. (Journal of Applied Psychology)
9. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
10. Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling

Their papers

• Unpacking Commitment: Multiple Loyalties and Employee Behaviour* (2005) — 181 citations
• The Consequences of Perceived Age Discrimination Amongst Older Police Officers: Is Social Support a Buffer? (2006) — 152 citations
• Does the Presence of Voice Imply the Absence of Silence? The Necessity to Consider Employees’ Affective Attachment and Job Engagement (2016) — 87 citations
• Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter? (2014) — 93 citations
• HRM Practices, Organizational Citizenship Behaviour, and Performance: A Multi-Level Analysis (2010) — 461 citations
• Too old or too young? The impact of perceived age discrimination (2003) — 235 citations
• Age Stereotypes and Discriminatory Attitudes towards Older Workers: An East-West Comparison (2001) — 472 citations