David Zweig

Social Psychology · 2002–2015

A researcher in the Science corpus: 9 papers; trusts 11 researchers and is trusted by 33 researchers here, as inferred from the citation graph.

Subfields

• Social Psychology — 58 citations into it; #8,779 of 15,694 by trust here, #4,158 by citations
• Communication — 52 citations into it; #244 of 3,460 by trust here, #124 by citations
• Organizational Behavior and Human Resource Management — 51 citations into it; #3,189 of 8,741 by trust here, #2,191 by citations
• Sociology and Political Science — 51 citations into it; #11,144 of 22,756 by trust here, #8,985 by citations
• Information Systems and Management — 28 citations into it; #485 of 3,842 by trust here, #307 by citations
• Artificial Intelligence — 9 citations into it; #13,199 of 35,345 by trust here, #9,641 by citations

Whom David Zweig trusts overall

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

1. Rebecca J. Bennett
2. Catherine E. Connelly
3. Jeffrey M. Stanton
4. Ronald F. Piccolo
5. J. Colquitt
6. Sandra L. Robinson
7. L. R. Goldberg
8. J. Webster
9. Marylène Gagné

Who trusts David Zweig overall

1. Matej Cerne
2. Catherine E. Connelly
3. Laura Venz
4. Nihan Demirkasımoğlu
5. Anne Burmeister
6. Seung-Wan Kang
7. Sadia Jahanzeb
8. Paula M. Caligiuri
9. Sabina Bogilović
10. Nader Mohammad Aljawarneh

Papers from David Zweig's perspective

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

1. The past, present, and future of workplace deviance research.
2. Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics.
3. The need for and meaning of positive organizational behavior
4. CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT
5. Positive organizational behavior: Developing and managing psychological strengths
6. Social Learning Theory
7. Knowledge hiding in organizations
8. Interpersonal aggression in work groups: Social influence, reciprocal, and individual effects
9. KNOWLEDGE TRANSFER: A BASIS FOR COMPETITIVE ADVANTAGE IN FIRMS
10. A model of knowledge‐sharing motivation

Their papers

• What are we measuring? An examination of the relationships between the big-five personality traits, goal orientation, and performance intentions (2004) — 132 citations
• DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW (2005) — 153 citations
• Organizational socialization tactics and newcomer proactive behaviors: An integrative study (2006) — 350 citations
• Beyond knowledge sharing: Withholding knowledge at work (2008) — 203 citations
• Where is the line between benign and invasive? An examination of psychological barriers to the acceptance of awareness monitoring systems (2002) — 159 citations
• How perpetrators and targets construe knowledge hiding in organizations (2015) — 457 citations
• ‘I’m busy (and competitive)!’ Antecedents of knowledge sharing under pressure (2014) — 137 citations
• Knowledge hiding in organizations (2012) — 1,431 citations
• Young workers’ job self-efficacy and affect: Pathways to health and performance ☆ (2005) — 89 citations