Carrie Clegg Gilbert

Organizational Behavior and Human Resource Management · 2011

A researcher in the Science corpus: 1 paper; trusts 14 researchers and is trusted by 0 researchers here, as inferred from the citation graph.

Subfields

Whom Carrie Clegg Gilbert trusts overall

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

  1. E. Whitener
  2. G. Yukl
  3. M. Kernis
  4. L. Shanock
  5. J. Purcell
  6. K. Macky
  7. Guy Paré
  8. John P. Meyer
  9. R. Eisenberger
  10. B. Goldman

Who trusts Carrie Clegg Gilbert overall

  1. B. Kuvaas
  2. Kerstin Alfes

Papers from Carrie Clegg Gilbert's perspective

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

  1. AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT TO THE ORGANIZATION: A META-ANALYSIS OF ANTECEDENTS, CORRELATES, AND CONSEQUENCES
  2. Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling
  3. A Hierarchical Taxonomy of Leadership Behavior: Integrating a Half Century of Behavior Research
  4. The empowering leadership questionnaire: the construction and validation of a new scale for measuring leader behaviors
  5. The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals' Turnover Intentions
  6. A Multicomponent Conceptualization of Authenticity: Theory and Research
  7. When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. (Journal of Applied Psychology)
  8. The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects
  9. Front‐line managers as agents in the HRM‐performance causal chain: theory, analysis and evidence
  10. Manufacturing Advantage: Why High-Performance Work Systems Pay Off

Their papers