Jia Hu

Organizational Behavior and Human Resource Management · with Liden · 2010–2017

A researcher in the Science corpus: 8 papers; trusts 36 researchers and is trusted by 18 researchers here, as inferred from the citation graph.

Subfields

Whom Jia Hu trusts overall

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

  1. Adam M. Grant
  2. Mark G. Ehrhart
  3. Alison R. Fragale
  4. Hui Liao
  5. Prasad Balkundi
  6. David P. Lepak
  7. John E. Mathieu
  8. Kristopher J Preacher
  9. J. Edwards
  10. Gerben van der Vegt

Who trusts Jia Hu overall

  1. Fadel K. Matta
  2. M. Bolino
  3. O. Epitropaki
  4. Chidiebere Ogbonnaya
  5. Adam M. Grant
  6. Linn van Dyne
  7. Robin Martin
  8. I. Kapoutsis
  9. Mikko Rönkkö
  10. Preeti Tiwari

Papers from Jia Hu's perspective

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

  1. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
  2. Mediation in experimental and nonexperimental studies: new procedures and recommendations. (Psychological methods)
  3. Consequences of Abusive Supervision
  4. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. (American Psychologist)
  5. Relational Job Design and the Motivation to Make a Prosocial Difference
  6. LEADERSHIP AND PERFORMANCE BEYOND EXPECTATIONS
  7. The Social Identity Theory of Intergroup Behavior.
  8. A comparison of methods to test mediation and other intervening variable effects. (Psychological methods)
  9. Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. (Psychological methods)
  10. Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling

Their papers