Kristina Risom Jespersen

Organizational Behavior and Human Resource Management · 2005–2014

A researcher in the Science corpus: 2 papers; trusts 22 researchers and is trusted by 3 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 18 citations into it; #4,958 of 8,741 by trust here, #7,229 by citations
• Strategy and Management — 18 citations into it
• Social Psychology — 12 citations into it
• Experimental and Cognitive Psychology — 9 citations into it
• Marketing — 9 citations into it; #3,325 of 6,289 by trust here, #5,117 by citations
• Economics and Econometrics — 7 citations into it
• Management Science and Operations Research — 6 citations into it

Whom Kristina Risom Jespersen trusts overall

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

1. Onne Janssen
2. Xiaomeng Zhang
3. Laura B. Cardinal
4. Richard M. Ryan
5. Kathryn M. Bartol
6. C. Clegg
7. Kerrie L. Unsworth
8. Enno Siemsen
9. A. Vinding
10. Edward L. Deci

Who trusts Kristina Risom Jespersen overall

1. Rune Bysted
2. A. Bos‐Nehles
3. Jesper Rosenberg Hansen
4. A. Arundel

Papers from Kristina Risom Jespersen's perspective

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

1. A MODEL OF CREATIVITY AND INNOVATION IN ORGANIZATIONS
2. Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co-workers
3. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. (American Psychologist)
4. Matching Creativity Requirements and the Work Environment: Effects on Satisfaction and Intentions to Leave
5. Effects of leadership and leader‐member exchange on innovativeness
6. Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement
7. Job demands, perceptions of effort-reward fairness and innovative work behaviour
8. Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction
9. Transformational and transactional leadership and innovative behavior : The moderating role of psychological empowerment
10. The bright and dark sides of individual and group innovation:a special issue introduction

Their papers

• Exploring Managerial Mechanisms that Influence Innovative Work Behaviour: Comparing private and public employees (2014) — 144 citations
• Market orientation of value chains: A conceptual framework based on four case studies from the food industry (2005) — 205 citations